Question 01 : Assuming the role of new HR Director, explain the importance and develop a

framework for "Employee Relations" at Raifu.

In the new position of Director of Human Resources at Raifusutairu Enterprises (SL) Ltd., there is a need
to develop an appropriate ER strategy that addresses current challenges and develops opportunities that
exist for improving general engagement and performance of employees within the workforce. The
following can be considered.

1. Understanding Employee Relations

The concept of employee relations involves the derivation of a harmonious and productive relationship
between the employees and the management based on mutual respect, open communication, and fairness.
In the case of Raifu, good ER becomes indispensable in view of labor retention issues, conflicts, and the
possible move to unionize. Well-defined ER will help in conflict resolution, morale building, and
productivity enhancement

2. Components of the ER Framework

Clear Communication: Open and transparent lines of communication instill confidence in the workers and
reduce misunderstandings. Clearly spell out company policies, project timelines, and expectations about
work on a regular basis. Mechanisms for feedback include surveys and suggestion boxes where workers
can express their concerns anonymously, if needed .
Mechanism for Conflict Resolution: Avail formal mechanisms of grievances and conflict resolution. In
this regard, disputes at labor groups can be better contained and managed to reduce absenteeism and also
prevent the escalation of disputes into work stoppages. Similarly, the on-site manager should be trained in
conflict resolution and de-escalation methodologies to offer effective mediation. Promotion of teamwork
and inclusivity is also to be done to prevent conflicts.
The employees shall be taken along in decision-making where possible, especially in cases affecting them
directly in their line of duty. Raifu would introduce regular team meetings and employee committees so
that the work environment turns collaborative and all employees develop a sense of ownership in the
organization. This can help reduce attrition and increase commitment.

Equipping and Remunerating Employees: Policies regarding inequalities in facilities and remuneration
will be dealt with to improve the morale of the workers at Raifu.

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Training and Development: Provide a development program aimed at career development/enhancement
of skills, especially for the engineering category and supervisory staff. Improved job satisfaction and
professional respect will reduce the attrition rate for engineers in line with the broader ER objective of
retention.
Union and Industrial Relations Management-discuss with the representatives of labor, as unionization
efforts will arise. Effective consultation and understanding of workers' needs may facilitate establishing a
cooperation relationship. Raifu should adopt policies which will protect both employee rights and
organizational interests; hence, it will minimize the potential disruption for industrial action.

3. The Implementation of the ER Framework

A comprehensive ER policy that prescribes the principles of equitable treatment, conflict resolution
procedures, grievance procedures, and employee voice arrangements can be made. The policy has to be
devised in line with Raifu's mutual respect, cooperation, and fair employment practices ethos,
complementing the firm's operational goals.

4. Performance Monitoring and Evaluation: Annual review of ER strategies can be used to keep pace with
the changing needs of Raifu's business and employees alike.

Question 2 : Develop a written document for all the line managers and supervisors on their
responsibilities on "Employee Relations".

Responsibility that line managers/supervisors in Raifu have to own towards ensuring effective ER, which
helps them sustain a harmonious work environment: 1. Open Communication

There must be a proper relationship of open and transparent communication between managers and the
employees.

Work expectations, policies, and project progress updates are regularly informed upwards/downwards.

Prompt feedback and resolution of concerns on time.

2. Conflict Resolution

Serve as the first point of contact for workplace conflict resolution.

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Have conflicts mediated in a non-discriminatory and professional manner where respect is taken and
given by staff.

Use organizational grievance mechanisms for higher-level issues that cannot be resolved through direct
means.

3. Equality and Diversity

Treat all the employees fairly-that is, be concerned with equity in job assignments, use of facilities, and
benefits.

Promote inclusivity-respect all backgrounds, no nepotism.

4. More employee engagement

Give workers control over matters affecting their workplace and work.

Engage them in team meetings, brainstorming sessions, and feedback forums.

5. Ensuring Well-being of Employees

Observe working conditions concerning safety and efficiency. Address any shortage in transport,
accommodation, or work area facilities immediately.

6. Developmental Support

Identify employee development needs and liaise with the HRD in planning competency development
opportunities.

Support Career Development programs by providing constructive feedback and counseling employees.

7. Absenteeism and Retention

Keep attendance records and counsel cases of habitual absenteeism.

Nurture positive relationships to retain staff and enhance their satisfaction.

8. Ensuring Adherence Adhere to organizational policies and the tenets of labor laws. Assist the HR
division in implementing ER strategies supportive of Raifu's objectives. In exchange for these, the
managers and supervisors will build a productive, considerate, and engaged workforce—one that will
contribute meaningfully toward Raifu's success.

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Question 4: Develop a strategy for Raifu to benefit from a "Unionized" environment, including
hostility avoidance.

The approach is therefore one that is strategically cooperative-opposite of conflictive, open, and avoided
with conflict-that is very important in harvesting the potential of a unionized environment at Raifu by
minimizing hostility. Its elements are highlighted now.
1. Building Cooperative Relations with Union Representatives

The early involvement and information process includes the fact that the union representatives shall be
involved actively in a sense aimed at creating trust and thereby laying a foundation for cooperation. This
may involve just periodic meetings with the union representatives to discuss the progress of the project,
hearing grievances from workers, assessing working conditions, and ensuring that there is transparency—
hence creating common ground that prevents misunderstanding leading to conflicts.

Write out a formal partnership agreement considering the shared goals on safety, project timelines, and
labor welfare of both parties. The partnership agreement will give boundaries and a framework within
which the parties will be able to work together and also detail out a lot in terms of expectations from
either party, enabling both management and union reps to discuss their way through problems in the most
efficient manner possible.

2. Place Union Input in Policy Formulation

Clear feedback channels should be established so that union representatives could provide upward
communication on Raifu's policies and working conditions through such means as union advisory panels
or suggestion programs. Receiving their inputs and incorporation into strategic decisions will result in
more support from the unions, hence raising employee morale and productivity.

This includes forming joint committees for discussing major employee policies, safety protocols,
compensation adjustments, and benefits packages. It would give the union a greater say and, therefore,
ownership of the decisions taken, reducing the chances of disputes on policy matters.

3. Provide no-cost grievance redressal:

Formal Grievance Procedures: There should be a clear, written procedure for any grievance, framed and
made available for all employees. The process should be timely and transparent and supportive, so the
employee will have ample confidence to voice his or her concern sans any repercussions.

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Independent Mediation and Dispute Resolution - Have the third-party mediator available in case there are
grave disputes. A fair system for grievance resolution leads employees to trust the process itself and
possibly prevents a minor dispute from blowing out of proportion into strikes or work stoppages.

4. Employee Relations-Manager Training: Conflict Prevention and Resolution Training-Instituting the

training of line managers and supervisors in conflict management. The training provided would include
techniques on how to handle complaints at the earliest stages possible and bring about constructive
dialogue.

Union Relationship Training: To train the managers on the role of unions and best practices while
working in a union environment. More specifically, this knowledge of structures, roles, and rights within
unions will assist managers in constructively addressing union representatives.

5. Healthy Work Atmosphere Promotion Principles of Fair Play and Equity: More applicable to matters of
equal treatment, adequate remuneration, and adequate facilities to all workers, it reduces ill feeling and
generates goodwill. The prospect of grievance is very remote when employees feel that they are being
fairly dealt with. Recognition and Well-being Programmes: Develop a culture of appreciation of
employees for their work output along with well-being so that, over time, the union objectives merge with
the company goals. 6. Ensure Compliances of Labour Laws Ensure all policies are in line with the Labour
laws of Sri Lanka and the Collective Bargaining Agreements (CBAs) which the unions, if any, would
negotiate. This would, in turn, prevent the risk of any litigation and also more importantly consolidate the
commitment Raifu makes to equity.