HR-PO-04 Policy Statement – Freedom of Association and the Right to Collective Bargaining OF FSC CORE LABOR REQUIREMENTS – SECTION 7.5
HR-PO-04 Policy Statement – Freedom of Association and the Right to Collective Bargaining OF FSC CORE LABOR REQUIREMENTS – SECTION 7.5
HR-PO-04 Policy Statement – Freedom of Association and the Right to Collective Bargaining OF FSC CORE LABOR REQUIREMENTS – SECTION 7.5
Purpose
RAK respects the freedom of the employees to join to any labor union or associations allowed by the Lebanese Laws & authorities.
What is the “Freedom of Association and the Right to Collective Bargaining??
Freedom of association is a fundamental human right proclaimed in the Universal Declaration of Human Right
The right of workers and employers to form and join organizations of their own choosing is an integral part of a free and open society. In many cases, these organizations have played a significant role in their countries’ democratic transformation
Collective bargaining is a fundamental right that is rooted in the ILO Constitution and reaffirmed as such in the 1998 ILO
Scope
This policy applies to all RAK employees.
Policy Statement
The objects and purposes of the policy is to inform the employees
The right to collective bargaining is the right of individual employees in a workplace to come together and to choose a representative, based on a majority vote, who will then negotiate with their employer over terms and conditions of employment.
In light of the above, RAK is committed to ensuring that:
- Employees are free to join to any Labor association allowed by the Lebanese authorities
- Employees are free to choose a representative to negotiate the terms and conditions of employment.
Dissemination and Implementation of Policy
- The Human Resources Manager is responsible for ensuring the implementation of this policy and procedure.
- Managers and Supervisors are responsible for making attempts to resolve all issues that arise in or are connected to the workplace, initially by informal resolution. In the event that informal resolution is not successful, line managers are responsible for giving formal consideration to the grievance and seeking advice from HR.
- Employees are responsible for raising any concern that may affect negatively the work environment, and they are also responsible for not abusing the procedure. In addition, they must cooperate fully and promptly in any investigation.
Procedure
Issues that could give rise to a grievance may include:
- Terms and conditions of employment;
- Health and safety;
- Work relations;
- Bullying and harassment;
- Working environment; and
- Discrimination.
Raising Grievances informally
All employees are encouraged, wherever possible, to attempt to resolve any issues between themselves. If this is not possible, the employee is invited to raise his/her concern to his/her direct manager.
The manager should meet with the employee to facilitate a discussion to explore in confidence how the matter could be resolved informally. Genuine attempts should be made by both the employee and the manager to find a mutually acceptable solution and both parties will agree on any actions to be taken, and by when.
Raising Grievances formally
Employee is encouraged to follow the formal procedure:
- If he/she is dissatisfied with the outcome of the informal approach
- If he/she is unable to speak to his/her line manager, for example, because the complaint concerns him/her.
In that case, Employee is invited to complete and submit the grievance form to the Human Resources Department.
Investigation
A meeting will be arranged for the employee to fully state the case and how they think it should be resolved within 5 days of receiving the grievance.
Following the meeting, it may be necessary to carry out an investigation into the Employee Grievance. It may involve interviewing and taking statements from Employee and/or any witnesses, and/or reviewing relevant documents.
The grievance will be discussed, if necessary, in the HR Committee meeting.
Once the HR is satisfied that all the facts have been established, HR will give full consideration to the case in order to reach a decision.
Corrective Action
HR must decide on the most effective and viable corrective action and ensure that the corrective action is implemented.
HR will notify the employee of the outcome within 10 working days of concluding the investigation, unless otherwise advised.
The outcome of a grievance may lead to disciplinary action.
Once grievance closed, HR shall register the case by filling out the log.