Scene Two: Exciting Times Ahead
Actors:
Ariana, Tu.
Setting:
Naturally Baking Limited – Ariana’s office.
Ariana
We were thinking of employing Tom, my husband, as the warehouse manager – he has a lot of experience in this field. We also employ Dave, who’s Pieter’s father. Is employing family members the same as employing anyone else?
Tu
I can see why you want to employ Tom as the warehouse manager. He’s experienced, and he’ll fit in well with the organisation’s culture. But Ariana, are you sure you want to employ your husband in the same organisation? How will you get any work done with such a handsome guy distracting you?
Ariana
Yeah right!
[ Laughing together ]
Tu
Okay… This brings me to the organisational structure and staff reporting arrangements. It‘s important that the organisation has a clear reporting structure and processes in place to make the professional relationships transparent and accountable. As the organisation is developing, it’s important that we differentiate the friendships and family relationships from the professional relationships. You need to look at risk management for these relationships. I suggest that you put some strategies in place for this.
Ariana
But Pieter and I have been friends for years. We’ve never quarrelled over anything more serious than who pays for dinner!
Tu
I understand that, and probably you never will, but there’s a lot of difference between two friends running a cottage industry and managing employment relations for a national business. You never know when relationships may turn sour. One person may decide to take their revenge on the company. Sometimes it’s difficult to keep personal relationships separated from professional ones. We need to ensure that the organisation is properly prepared to face future risks. I’m sure you want to ensure that the business functions in the best possible way.
Some of the strategies you may wish to consider are to ensure that family members and friends do not report to each other. Also, make sure that the communication, reporting and organisational structures are clear. Put in place clear and comprehensive policies for grievance resolution and complaints, and clearly document the company ownership and disestablishment.
Ariana
Okay, we’ll look at that.
I’ve heard some grumbling from our staff about us employing new people at the same rate as existing staff. They feel they’re entitled to more pay because they’re already more experienced in the job. But new people may question why they are being paid less than existing staff.
Tu
Maybe you could give bonuses to the existing staff?
Ariana
Good idea! A reward for loyalty and good work.
Tu
You are currently paying the packers more than the local supermarket staff, but the pickers are being paid less. How will you decide what to pay the forklift driver, the delivery driver, the accounts administrator and the office administrator/secretary? You need to look at how to benchmark these remuneration packages. They may become members of a union and want a collective agreement that will show salary bands.
Ariana
Good grief! We’ve never had people here join a union before! We’re just one big happy family.
Tu
The ERA gives staff the right to become union members without being discriminated against.
If people want a collective agreement, a registered union must represent them. People also have the right to an individual agreement. You need to provide for both.
Ariana
Gosh Tu, you’ve really given us a lot to get on with. Thanks.
Tu
You’re welcome, Ariana. Exciting times ahead for you. Good luck!
