Modification History
The version details of this endorsed unit are in the table below. The latest information is at the top.
Release |
Comments |
Second Release |
Editorial updates |
Unit Descriptor
This unit describes the performance outcomes, skills and knowledge required to maintain employee relations. It involves identifying awards and agreements, minimising potential industrial problems, and implementing dispute and grievance procedures.
Application of the Unit
This unit applies to team leaders or manager who are responsible for the maintenance of positive employee relations by acting to identify and minimise potential industrial problems, and implement dispute and grievance procedures where necessary, according to store policy and procedures and local statutory requirements.
Licensing/Regulatory Information
No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Pre-Requisites
Nil
Employability Skills Information
This unit contains employability skills.
Elements and Performance Criteria Pre-Content
Elements and Performance Criteria
Element |
Performance criteria |
Elements describe the essential outcomes of a unit of competency. |
Performance criteria describe the performance needed to demonstrate achievement of the element. Where bold italicised text is used, further information is detailed in the required skills and knowledge section and the range statement. Assessment of performance is to be consistent with the evidence guide. |
1. Identify awards and agreements. |
1.1.Identify and interpret relevant awards and agreements accurately. 1.2.Apply relevant awards and agreements accurately and equally to all staff . 1.3.Regularly and accurately inform staff of changes in awards and agreements. 1.4.Make copy of relevant awards and agreements available to employee if requested. |
2. Identify and minimise potential industrial problems. |
2.1.Regularly provide opportunities for staff to discuss problems that directly or indirectly affect their work. 2.2.Counsel staff, if required, in a positive and constructive manner or refer to appropriate personnel when necessary. 2.3.Promptly identify potential and actual conflicts between staff and take effective remedial action as soon as practicable. 2.4.Apply remedial action, according to store policy and procedures and legislative requirements . 2.5.Accurately maintain records of conflict and outcomes according to store policy. |
3. Implement dispute settlement procedures. |
3.1.Promptly identify disputes or grievances. 3.2.Apply store dispute and grievance procedures and legislative requirements accurately and promptly. 3.3.Accurately inform staff of current procedures and policies. 3.4.Apply all procedures and policies in an impartial manner. 3.5.Accurately and completely record details of all procedures and make available to authorised personnel. 3.6.Promptly refer unsettled disputes or grievances to management. 3.7.Promptly refer recommendation for improvements to dispute and grievance procedures to management. |
Required Skills and Knowledge
This section describes the essential skills and knowledge and their level, required for this unit. |
Required skills |
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Required knowledge |
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Evidence Guide
The evidence guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, the range statement and the Assessment Guidelines for this Training Package. |
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Critical aspects for assessment and evidence required to demonstrate competency in this unit |
Evidence of the following is essential:
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Context of and specific resources for assessment |
Assessment must ensure access to:
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Methods of assessment |
A range of assessment methods should be used to assess practical skills and knowledge. The following examples are appropriate for this unit:
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Guidance information for assessment |
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
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Range Statement
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording in the performance criteria is detailed below. |
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Staff may include: |
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Appropriate personnel may include: |
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Interpersonal conflict : |
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Store policy and procedures in regard to: |
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Legislative requirements may include: |
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Records systems may be: |
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Dispute and grievance procedures may be initiated by: |
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Unit Sector(s)
Cross-Sector
Competency field
Management and Leadership