Question

BSBLDR402 Lead effective workplace relationships

1. Scenario Information - One Dental

1.4 Legislation and organisational policies greatly affect how you should manage workplace relationships.

In approximately 250 words, and identifying two examples, describe what the impact of legislation and organisational policies on workplace relationships in One Dental may be.

Answer 1

BSBLDR402 Lead effective workplace relationships unit applies to team leaders, supervisors and new or emerging managers where leadership plays a role in developing and maintaining effective workplace relationships. It applies in any industry or community context. The unit defines skills, knowledge and outcomes required to use leadership to promote team cohesion. It includes motivating, mentoring, coaching and developing the team and forming the bridge between the management of the organisation and team members.

Impact of legislation and organisational policies on workplace relationships in a dental unit care.

Explaining the impact of legislation and organisational policies on workplace relationships, is one of the most challenging topics that is included in the unit BSBLDR402 Lead effective workplace relationships. In the first instance, you will need to find out what legislation applies to workplace relationships. Each workplace has organisational policies which dictate the expected behaviours of all their employees. These policies are used to develop procedures which guide each person to understand what is required. Team leaders have an additional responsibility they must ensure that their team members always interact in accordance with both legislative and organisational requirements. They cannot do this unless they can first understand and explain the ways that these requirements can be met in a practical way in their work environment.

We understand that writing and reviewing policies and procedures takes time away from an employers’ core business and so this task is always at the bottom of the to do list. If this is occurring in your business you should be warned that neglecting your policies and procedures can come at a considerable cost to your organisation.

Any organisation that employs staff can never be completely immune from the risk of a claim being made against them by an employee or former employee. In our experience however, policies and procedures will aid employers in managing workplace issues and are useful in defending claims such as general protections claims (e.g. adverse action) and unfair dismissal claims provided they are complied with.

Policies may form part of the employment contract and often provided to employees in a handbook. Such policies in the workplace include:

• Use of company property policy
• Social media policy
• First aid policy
• Non-smoking at the workplace policy
• Drugs and alcohol policy
• Performance management and employee development policy, and more.

Everyone in the workforce has a personal responsibility to meet these legal obligations. In addition, each workplace has organisational policies which dictate the expected behaviours of all their employees. These policies are used to develop procedures which guide each person to understand what is required.

1. An example, the recent changes to relations legislation and the move to a national system have resulted in the emergence of workplace issues of discrimination, workplace rights and unfair dismissals that should be covered by effective policies. The Fair Work Act 2009 also has issues surrounding various forms of leave entitlements. All organisations should have policies based on best employment practices and ensure they comply with the new industrial relations system and meet minimum obligations.

2. Occupational health and safety No employee is to commence work, or return to work while under the influence of alcohol or drugs. A breach of this policy is grounds for disciplinary action, up to and including termination of employment.