In my previous two blogs, I have looked at the two most common (or most recognised) forms of Organisational Justice, Distributive Justice and Procedural Justice; however, an equally important facet, and one that has a natural link with the main facets (particularly Procedural Justice), is ‘Interactional Justice’. This ties in with the whole idea that the role of justice and fairness (such as the courtesy and openness of interpersonal behaviour) in relation to motivation is becoming more prominent.
This blog will specifically look at Interactional Justice within the context of Equal Opportunities and Fair Treatment in an organisation. If your organisation could benefit from tailored Equal Opportunities and Fair Treatment policies, then please do not hesitate to contact one of our advisers in Glasgow or Edinburgh.
Following on from my blog last month which looked at the Distributive Justice of Equal Pay under the Equality Act, I thought I would look at ‘Procedural Justice’ – another important and well-known facet of ‘Organisational Justice’ – with particular regard to ensuring an organisation’s disciplinary procedure is consistent and fair.
Gillian looks at the benefits of E-Learning for organisations in her latest blog post. If you would like to learn more or receive a demonstration on Gravitate HR’s E-Learning module, then please contact one of our advisers in Edinburgh or Glasgow.
The Equal Pay Act 1970 was the main piece of UK legislation with regard to the pay of men and women and has since been incorporated into the Equality Act 2010. The Act looks at pay in three main areas: (1) Work that is the same, or broadly the same; (2) Work of equal value; and (3) Work that is rated the same as that of a comparator. There are no shortage of articles and publications on the topic of equal pay, so I thought that I would write this article with a slightly different focus – the ‘Distributive Justice’ of equal pay under the Equality Act.
If your organisation could benefit from advice and guidance on GDPR, please do not hesitate to Contact us. Additionally, if you would like to be added to our mailing list, please email Cameron@gravitatehr.co.uk.
Due to the weather conditions, Gravitate HR’s offices in both Edinburgh and Glasgow will be closed on Friday 2nd March. We hope to re-open again on Monday 5th March and we apologise for any inconvenience.
If you have an urgent query, you can contact either Margery McBain or Neil Ferguson and their email addresses are provided below:
The EU General Data Protection Regulation (GDPR) comes into force on 25th May 2018. With our GDPR toolkit, Gravitate HR can help your organisation prepare for the new regulations by providing an E-learning module for all staff, a tailored GDPR Policy, and the relevant template correspondence.
You can contact one of our advisors in Edinburgh or Glasgow for further details.