Unit of competency Outline

Date retreived
23/07/2026 1:04 AM AWST

Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.

Maintain employee relations

Maintain employee relations

Unit of competency
National Code
SIRXMGT002A
State Code
S6155
TGA Status
Replaced
DTWD Status
Replaced
Current Release Number
2.00
Current Release Date
13/06/2012
View on TGA
State Implementation and Classification
Approved Date
20/08/2013
Field of Education
080303 - Human Resource Management
Original Release Date
20/08/2013
Nominal Hours
35
Description
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.
Notes
Elements and Performance Criteria
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.
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.
Staff may include:
full-time, part-time or casual
under contract
people with varying degrees of language and literacy
people from a range of cultural, social and ethnic backgrounds
people with a range of responsibilities and job descriptions.
Appropriate personnel may include:
team leader
supervisor
manager.
Interpersonal conflict:
may occur with or between:
individuals
teams
customers
management
may be minimised formally or informally
is minimised to:
promote effective working relationships
prevent disciplinary or grievance procedures becoming necessary.
Store policy and procedures in regard to:
employee relations.
Legislative requirements may include:
relevant industry awards and agreements
equal employment opportunity (EEO)
anti-discrimination
unfair dismissal
workplace relations
industry codes of practice.
Records systems may be:
manual
electronic.
Dispute and grievance procedures may be initiated by:
management
staff
staff representative.
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.
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Evidence of the following is essential:
consistently and responsibly applies store policy and procedures in regard to industry codes of practice relating to employee relations
knows and consistently applies state and local statutory requirements and regulations, including relevant industry awards and agreements
knows and consistently applies safe work practices in regard to the provision of services according to the relevant WHS legislation
consistently and responsibly applies store policy and procedures in regard to identifying and minimising potential industrial problems and implementing dispute and grievance procedures
consistently and responsibly applies store policy and procedures and legislative requirements in regard to external and internal client contact, especially the use of non-discriminatory language and attitudes
knows employees' and employers' rights and responsibilities in regards to awards and agreements.
Context of and specific resources for assessment
Assessment must ensure access to:
a real or simulated work environment
a range of employees or customers or case studies dealing with a variety of industrial relations issues
relevant documentation, such as:
awards and agreements
store policy and procedures relating to grievances, counselling and discipline
store rosters
legislation and statutory requirements.
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:
observation of performance in the workplace
a role play
third-party reports from a supervisor
answers to questions about specific skills and knowledge
review of portfolios of evidence and third-party workplace reports of on-the-job performance.
Guidance information for assessment
Holistic assessment with other units relevant to the industry sector, workplace and job role is recommended, for example:
SIRXMGT001A Coordinate work teams.
Replaces
State Code National Code Title Type
N0672 WRRER3B Maintain employee relations Unit of competency
Replaced By
State Code National Code Title Type
AWX18 SIRXHRM002 Maintain employee relations Unit of competency