Trying to sort this out herself with management may become even more inflammatory as they have, in her mind, treated her unfairly, and in their minds, she is neglecting to fulfil her work commitments and obligations. Management have caught the new couple fraternising inappropriately, and they have transgressed the company policy, which both parties have originally signed when taking up their positions in the company. The situation becomes more of an entangled mess and both parties are subjectively and emotionally involved.
The rights of the parties
Both management and employee know that they have rights and are protected by the legalities of the Labour Act. Instead of approaching an attorney, which is always costly, they approach the third party who is employed to resolve issues.
The labour consultant has clear legal parameters with which he is professionally guided. He may not make any judgement calls based on opinions or emotions. Thus, management may turn to him to arbitrate and thus resolve the matter, even if disciplinary measures may need to be employed.
The labour consultant is employed, armed with the knowledge of the laws, and thus plays a vital role in the company. His cost to company is far less than enlisting an attorney which may result in court appearances. Legal fees may climb exponentially. However, sometimes it is not possible to resolve issues within the confines of the company.
Specialised role of the labour consultant
As a specialised role in the field of human resources, labour consultants prepare information for management to utilise. Using their extensive knowledge on economics, wage data and labour law, the labour consultant analyses and administers employees’ contracts with respect to grievances, salaries, employee welfare, healthcare benefits, pensions and union practices amongst other requirements. Industrial labour relations programs are used for overseeing compliance with the union’s negotiated contract. Since more and more companies are seeking to avoid litigation or strikes, such consultants are essential for serving as a liaison to resolve disputes between employees and management.
Labour consultants also develope new or revised union contracts, compile information on statistics, and maintains records of wage and salary surveys or correspondence.
Thus, the role of a labour consultant is diverse and demands great responsibility and a code of uncompromised work ethics.
Study labour law