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BSBWRK520
Manage Employee Relations

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Table of Contents
Assessment 1............................................................................................................................... 3
Assessment 2............................................................................................................................. 11
Assessment Task 3 .................................................................................................................... 21
Part A ................................................................................................................................... 21
Part B.................................................................................................................................... 24
References................................................................................................................................. 26

3. 3
Assessment 1
Review safety traffic Co.
Safety traffic Co. is the organization in NSW that supplies the services of traffic management
all over the state. It is considered to be the most reputable as well as safest business in the
industries. Their goals are to operate in the recent state as well as in other states as well,
decreasing the staff attrition, reducing the facilities, and plan expenses. But recently they are
having some issues with their workers about the employment condition that is dissatisfied,
inconsistent, and pay roasters. Employees think that the management of the organization is
not well managed.
Analyze recent employee relation performance
Training as well as performance management programs or not consistent as well as they are
not successful in accomplishing the needs of the performance as well as they are not
supporting the strategic plan.
Experience a huge number of fatigue-linked problems due to the prolonged standing periods
at the sites of traffic and manually handling the heavy equipment.
Dissatisfaction with the manner to control the people- In this company, there is no formal
grievance policy and procedure. It has been also analyzed that there are no formal employer's
relationship policies or plans. Employers and management do not have strong connections
between them. That is why the employees or not discuss their issues or give feedback because
they know that their feedback would not be followed up (Ashkanasy et al., 2016).
The teamwork and communication over the organization between the front line and office
staff or very poor that lead to the failures and poor performance to meet the target of sales.
The opportunities are not discussed by the employment problems by the management.
Some of the traffic controllers believe that the higher authorities are not supportive and they
are not interested in listening or taking their employee's views and how to improve the
condition of the employment suggestions.
The employees are not happy that how they are treated and this situation had led to an
increasing number of disputes as well as conflicts.

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Employee relation objectives
Train the supervisors, managers and HR managers to deal with the issues, how to apply the
policies and processors of grievance Therefore they could be trained to decrease the number
of recent complaints and they should solve the problems and also prepare the proper
documentation for the training which had been given to them.
Performance appraisal
Break time and pay rate
Appropriate consultation between the staff and employee
Feedback
Rostering
Policy and procedure of performance management
Updated recent training and material
Dispute, conflict management, and resolution
Meeting by employees and supervisors
No formal agreements
Harassment and anti-discrimination policies
Work and life balance
Option Stakeholder
Train the supervisors, managers and HR
managers to deal with the issues, how to
apply the policies and processors of
grievance Therefore they could be trained
to decrease the number of recent
HR manager, OM, executive assistant

5. 5
complaints and they should solve the
problems and also prepare the proper
documentation for the training which had
been given to them.
Performance appraisal Traffic controller, HR manager, employer
representative, an officer of the accountant
payroll
Break time and pay rate HR manager, OM
Feedback Employee representative, traffic controller,
HR manager
Rostering Executive assistant, HR manager, OM
Policy and procedure of performance
management
OM, HR manager
Updated recent training and material Traffic controller, executive assistant,
employee representative, HR manager, OM
Dispute, conflict management, and
resolution
Executive assistant, HR manager, OM

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No formal agreements OM, HR manager
Harassment and anti-discrimination
policies
Traffic controller, HR manager, directors,
employees representative, executive assistant,
OM
Work and life balance HR manager, traffic controller
Legislative requirements
Legislation Key entities Key consideration
Fair Work Act 2009 Fair Work Ombudsman Solving the issues of the
employees fairly as well as
confirming the right of an
employee to express their
views and suggestions.
Work Health and Safety
Act 2011 (NSW)
Safe Work NSW The programs of Training
rely on the standards that
had been made in this act.
Anti-Discrimination Act
1977 (NSW)
Fair Work Australia The policies, as well as
processors of the grievance
or issues, had been really on
this act to ignore the issues

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in the organization and help
the relationships in the
organization, improve the
teamwork as well.
Identified long-term employee relations objectives meet the needs of the organization
Keep excellence in work standards of health and safety- This objective accomplishes the
organization requirement as the company aims to keep the excellent things in the standards of
work health and safety and preserve the high-quality staff of traffic management.
To be an organizational leader in the services of traffic management- Is the necessary
objective of the organization. The recent environment in this organization is not so good. This
option will grow the employee's productivity.
Retain the management staff of high-quality- If the organizations could reach this
objective then they could also recover the outcomes of their work as working as a Team
would be more effectual that is the key contributor to their plan to be an organization leader
in the services of traffic management (Rožman et al., 2017).
Email
To- Board of directors
Cc- Stakeholders
Subject- Regarding draft document
Hello everyone,
This is to inform you that the proposed employee and industrial relation policy and plan are
prepared. The draft document is attached with this mail. Please look into it as soon as
possible and give your feedback for the same.
Thanks and Regards
Email

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To- Board of directors
Cc- Stakeholders
Subject- Regarding changes
Hello everyone,
This is to inform you that the proposed employee and industrial relation policy and plan are
changed according to the feedback. The feedback is given for policies and procedures to be
changed. The final version of the document is attached with this mail. Please look into it as
soon as possible so that we can take further steps and implement the same.
Thanks and Regards
Cost-benefit analysis and risk assessment plan template
Option
Cost versus benefit
analysis
Cost versus benefit analysis
Cost Benefit Outcom
e
Associated
risk/s
Consequence Likelihood
Risk level
(monitor,
low,
medium,
high, very-
high)
Risk control
Programs
and training
development
implement
the action of
the training
to all the
stakeholders
$
5,000
Modifyi
ng by
new
industrie
s
solution
s.
Employ
ee
product
ivity
will
increas
e
Do not cope
with the
ongoing
changes.
Decline to
include in
the program
The
performance
will be
impacted.
Extends the
training
Likely Low Involvement
of staff
Giving
chances for
promotions
or other
advantages

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. Assist in
the
develop
ment of
skills.
of
developmen
t.
session. for best
performers.
The
establishme
nt of a new
formal
employee
relationship
policy
would
involve new
cancellation
policy
formation,
conflict
management
, dispute
resolution,
new
grievance
policy,
performance
management
.
$
5,000
The new
policy
of
grievanc
es
handling
.
A new
way of
getting
their
perform
ance
evaluate
d.
The
issues
could be
located
soon.
It will
grow
the
reactio
ns of
the
employ
ee.
Objection
and
complexitie
s
Not take all
policies
acceptance
It will be hard
to understand
all the
policies
appropriately.
Likely Medium Give proper
training
Clarify
every policy
appropriatel
y and its
benefits.
Developmen
t of new
collective
enterprise
$
10,000
Complia
nce by
law
Agree
ments
for
employ
Complexity
and strike
Lack of
productivity
Labor costs
Unlikely High Accept little
demand of
employees.

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agreement
that would
extend to
rostering,
consultation
s part, pay
rate, and
many more.
Improve
ment in
working
conditio
ns
ee will grow. Give them
clarification
regarding
the
documents
in any
session.

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Assessment 2
Implementation plan template
Employee and Industrial
relations strategy options:
Option 1: New training and development policy
Option 2: New employee relation policies and procedures
Option 3: New enterprise agreement
Activity
(training, mentoring,
enterprise bargaining,
etc.)
Timeline Description/Tactics/Rationale Resources/budget Person
responsible
For bargaining the new
enterprise agreement the
negotiation meeting had
been made between the
employer and employee.
35 days Initiating meetings for
discussing the topics that
would be conveyed and
explaining them appropriately.
$10,000 include
additional
payment for
staff, lawyer
payment,
transportation
cost
HR Manager
Making the draft for the
agreement of enterprise
21 days Send the draft agreement
before 30 days of voting
$400 to print
document
HR Manager
Conduct a meeting
between stakeholders
20 days For discussing regarding the
issues involved the employs in
$5500 for
employee and
HR Manager

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and employees to locate
the problems over the
employees.
the meeting. manager cost for
hiring and
participating
and OM
Distribution of draft
policy
20 days First, discuss the draft policy
by the employees and then
open the final policy.
$400 to print out
draft papers
HR Manager
Introduce training as well
as development
programs in meeting
30 days For introducing the
development and training
programs met by the
stakeholders.
$500 for
documents
HR Manager
The training session will
be implemented.
30 days Give training to all the staff $10,000 for
paper cost,
equipment, cost
of a trainer, and
participated
employees.
HR Manager
Risk management and contingency plan
Employee and Industrial
relations options
Associated risk/s Risk likelihood Risk consequence
Risk level
(monitor, low,
medium, high,
very high)

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ER option 1: Programs and training development implement the action of the training to all
the stakeholders.
Programs and training
development implement
the action of the training
to all the stakeholders.
Do not cope with the
ongoing changes.
Decline to include in
the program of
development.
Likely The performance
will be impacted.
Extends the
training session.
Low
The establishment of a
new formal employee
relationship policy
would involve new
cancellation policy
formation, conflict
management, dispute
resolution, new
grievance policy,
performance
management.
Objection and
complexities
Likely Not take all
policies
acceptance
It will be hard to
understand all
the policies
appropriately.
Medium
Development of new
collective enterprise
agreement that would
extend to rostering,
consultations part, pay
rate, and many more.
Complexity and
strike
Unlikely Lack of
productivity
Labor costs will
grow.
High

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Risk mitigation strategy or contingency plan:
Risk- Decline to include in the development program
Modifying by new industries solutions.
Assist in the development of skills.
ER option 2: The establishment of a new formal employee relationship policy would involve
new cancellation policy formation, conflict management, dispute resolution, new
grievance policy, performance management.
Risk mitigation strategy or contingency plan:
Risk- objection
The new policy of grievances handling.
A new way of getting their performance evaluated.
The issues could be located soon.
ER option 3: Development of new collective enterprise agreement that would extend to
rostering, consultations part, pay rate, and many more.
Risk mitigation strategy or contingency plan:

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3) Training plan
Training
task
Student
group
Objectives Required
competencie
s
Training
methods
Number
of
session
s
Proposed
timefram
e
Industrial
relations and
employee
implementatio
n strategy is to
be
implemented
It must be
site
supervisors
Managers
Schedulers
Business
developmen
t manager
Operations
manager
The strategy
of industrial
relations is to
be reviewed
for
implementin
g the same
(Ashkanasy,
et al., 2016).
.
Employee’s
skills
development
and performance
management
Workshop
s are to be
conducted
and
meetings
are to be
organized
and
employees
are to be
educated
5-6 It must be
2weeks
Risk- Strike
Compliance by law
Improvement in working conditions

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Conflict
management
skills and
techniques
Site
supervisor
Potential
risks are to
be analyzed
and
appropriate
mitigation
measures are
to be taken
for
overcoming
that
Solutions are to
be found for
problems that
can affect the
performance.
Workshop
s are to be
conducted
and the
meeting is
to be
organized
and
employers
are to be
educated
5-6 It must be
2weeks
4) Monitoring and review plan
Description of
output/outcome/a
ctivity
Measure
ment
Baseline
mark
Target Datacollectionandanalysi
smethods
Steps have been Communic Data analysis has been done

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included in the
communication plan
ation to be
done with
employees
associated
with the
grievances
which gets provided by
employees
Compensation and
benefits are to be
monitored which is
on data quarterly
Reviews
must be
checked for
negative
Data of compensation

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The number of
resolved cases is to
be monitored in the
month.
Cases
number is
to be
increase
has
resolves
Data which is regarding the total
cases
Trends is to
be checked
and
benchmark
s are to be
set
CompensationData
Compensation is to be
reviewed for trends
and a benchmark is to

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be used
2) Email
To: Stakeholders and board of directors
Subject: Regarding submission
Respected sir,
This mail is created to inform you about the review and monitoring plan template, training
plan template, and contingency and implementation plan template which has been attached
to this mail.
Kindly find it and please review it.
Thanking you
Kindest regards
5) Role-play
Student- Hello Good morning
Assessor- Hello

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Student- so this meeting is conducted to discuss the conflict management procedures and
techniques as per the training plan.
Assessor- Yes please go-ahead
Student- There is a need for conflict management techniques so that any problems which are
being faced in the organizationare to be solved. It is really necessary as it helps the employee
has better relationships at work. Some conflict management techniques which do include are
1) Accommodating
2) Avoiding
3) Competing
4) Collaborating
5) Compromising
Using these techniques helps the employees have better relationships at the workplace and an
efficient work environment.
Assessor- Yes that is good so this helps the employees in making comfortable while working
Student-Yes sir, thank you so much

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Assessment Task 3
Part A
Appendix5:PolicyandprocedurelayoutPolicy/proceduretitle
Purpose
This policy offers standards for Safety Traffic Co. in order to build and maintain productive,
professional, and helpful relationships in the workplace with all employees. Everyone must
speak with each other in an open and polite manner. Any disagreement provides individuals
and administration with opportunities to study from processes and regulations that really need
to be addressed. Conflict and complaints, if left unaddressed, may create a tense workplace.
Scope
This policy includes the employees and representatives of the management team. This
strategy can then be used to address abusive behavior, harassing, and discriminating
concerns. Suspected criminal behavior, presumed impropriety, and known or suspected
behavior are not covered by this policy. Such incidents must be investigated by the police as
soon as possible.
Background
The primary purpose of this method is to provide information to management, workers, or
other stakeholders
in resolving conflicts and grievances when they arise (Wood, et al., 2020).
Definitions
This section must include all language used, particularly acronym definitions.
• Dissension: A short-term conflict.
• Discord: A condition of discord that may last a long time.
• Negotiation: A conversation aiming at reaching an agreement or building consensus.
Legislation

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The Civil Disagreement Management Legislation promotes individuals and authorities to
make sincere efforts
to address disputes before filing a lawsuit in the Federal District Court or Appeal Court.
6. Policy
Safety Traffic Co.'s policy is to develop and maintain a good atmosphere in which everyone
may work and communicate productively together.
Safety Traffic Co. developmental patterns, workers, and others to address any dispute or
complaint concerns or questions directly with one another, to their complete pleasure. A
formal dispute and complaint management procedure should be conducted in an informal
dispute and grievance settlement between the parties is undesirable to individuals concerned
and could be addressed to the term job satisfaction refers. A formal dispute and grievances
management request must be made in writing. If a person needs Independent assistance in
putting affairs in order, such assistance will be provided. All official requests for dispute and
dispute settlement will be properly reviewed. The formal dispute and complaints resolution
processes that are available must be clearly recorded and made publicly available to all
parties concerned. The interests of all participants will therefore be considered while
selecting the processes that are appropriate for the situation. As far as practicable, Safety
Traffic Co. will respect confidentiality. In the investigations and solution methods, only the
appropriate parties will also be engaged. Confidentiality shall be promoted among all parties
involved in the dispute and complaints resolution process.
Apersonraisingaconflictorgrievanceissuemay,atanytime,withdrawinwritingfrompursuingthem
atter (Wils, 2019).
7. Procedure/s
Employees must report any problems or questions to their immediate supervisor. The
individual should meet with his or her supervisor to explain all of the issues that led to the
allegation.
Within four days following the meeting with the worker who submitted the issue, the
controller shall reply to the dispute in writing

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If the supervisor's dialogue does not solve the disagreement to both parties' satisfaction, or if
the superior fails to react to the complaint, the employee may file a formal dispute with the
department manager. Workers can also ask the HR department for help in drafting their
grievances.
The program director must give a general guideline to the worker who complained within
seven days after the conversation.
If the employee is dissatisfied with the departmental head's judgment, the employee may file
a written appeal with both the Human resources department.
To assist a settlement, Human resources will conduct a meeting with the individuals
involved.
The Human resources may seek additional information from concerned parties.
8. Verification/authorization/approvalby
If HR considers the complaint involves major concerns of truth or policy interpretation, the
matter may be referred to an advisory committee. The Human resources may seek out
information first from concerned parties. (Dunbar-Gaynor, et al., 2020).
Email
To: Board of Directors
Subject: Attaching a draft policy
Respected sir,
I am writing this mail to inform you that I am attaching the draft policy the government has
developed several new policies, which must be adhered to in the letter. Even though a notice
has already been displayed on the signboard, the company sends you the current policy
provisions through email to ensure that almost everyone reads it. The provisions listed below
are included in the agreements.
Our company's atmosphere is warm and comfortable, thus these regulations are in place to
make it an even good career place every one to be pleased to be a part of. Everyone is

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expected to perform & behave by our laws and regulations. The goal of these policies is to
develop workers' position " as well as our organization's competent capability.
With regards.
Part B
The number of claims from air traffic control regarding inconsistencies in workplace
conditions has risen, and pressure is building among front-line personnel. Wages that are
below the average industry and inadequate rest periods are indeed the two most serious
difficulties. Long hours, a paucity of personnel, and the continuous job requirements mean
that air traffic control may not get the sleep and food intervals they are due to (Kowalski&
Loretto, 2017).
Day worker is entitled to a 10-rest period in the mornings, while night shifts are eligible to a
30-minute dinner break while subject to an extra thirty-minute rest period for long extra
shifts, per the award. It has been heard that workers can call off the strike and seek help from
the Fair work commission. This can impact negatively Safety Traffic Co.
To assist employees in filing complaints and problems and resolving them, the complaint
handling process should be implemented (Rožman, et al., 2017).
It should be ensured that the complaint recording role is treated seriously. Employees should
indeed be assured that grievances they register are kept anonymous, as secrecy is crucial in
responding to employee complaints. The situation is kept from spreading by engaging the
fewest number of people possible.
It is vital to guarantee that worker concerns are promptly addressed. It's crucial to determine
whether or not the complaint is legitimate. The circumstances should be investigated, and
required info from on-site managers should be acquired. Following the investigation, a series
of meetings should be scheduled.
Job satisfaction questionnaires and performance evaluations are required to learn about the
interests of workers. Knowing your workers' choices for specific judgment techniques can
help them be more satisfied with the process and accept undesirable effects. Integrative
Negotiations should be encouraged (Osborne & Hammoud,2017).

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The outcome of the discussion between these sides will be used by management to determine
whether the complaint is genuine or not. A judgment should be conveyed to all concerned
parties after it has been made.
Parties should be kept in the loop about the investigation's status and the whole complaint
resolution process. It helps to make sure that the complaint is addressed transparently. This
should assist in determining the next steps that need to be taken about the complaints.
Instead of providing a solution that will, more than feasible but the employees' grievances to
rest, the major goal is to find a solution that would, more than possible, put the workers'
grievances to rest. Instead of proposing a solution that will, more than possible, put the
employees' grievances to rest, the major goal is to find a solution that will, as much now as
potential, put the workers' grievances to rest.
2)
Email
To: Operations manager
Subject: Regarding report submission
Respected sir,
This mail is created to inform you about the report which describes how grievance can be
managed according to policies and procedures of the organization and how new collective
agreement can be implemented and negotiated.
This formal report has been attached to this mail. Kindly find it and please provide your
reviews of it.
Thanking you

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Kindest regards
References
Ashkanasy, N. M., Zerbe, W. J., & Hartel, C. E. (2016). Managing emotions in the
workplace. Routledge.
Dunbar-Gaynor, M., Zimmerman, E. P., & Liberi, V. (2020). An examination of policy and
procedure practices of secondary school athletic trainers. Internet Journal of Allied Health
Sciences and Practice, 18(2), 6.
Kowalski, T. H., & Loretto, W. (2017). Well-being and HRM in the changing workplace. The
International Journal of Human Resource Management, 28(16), 2229-2255.
Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the
workplace. International Journal of Applied Management and Technology, 16(1), 4.
Rožman, M., Treven, S., &Čančer, V. (2017). Motivation and satisfaction of employees in
the workplace. Business Systems Research: International journal of the Society for
Advancing Innovation and Research in Economy, 8(2), 14-25.
Wils, W. P. (2019). Legal professional privilege in EU antitrust enforcement: Law, policy &
procedure. World Competition, 42(1).
Wood, L., Cook Heffron, L., Voyles, M., & Kulkarni, S. (2020). Playing by the rules:
Agency policy and procedure in service experience of IPV survivors. Journal of
interpersonal violence, 35(21-22), 4640-4665.