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| Title | Labor Management in Agriculture: Cultivating Personnel Productivity - (2nd Ed, 2004) - Chapter 15 |
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Document size is: 216 KB Access the .pdf file |
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Repository View: https://ucanr.edu/repository/a/?a=67535 Direct to File: https://ucanr.edu/repository/a/?get=67535 |
| File Information | Employee termination is often the last step in an unsuccessful attempt to help a worker meet work standards. There are both legal and management implications to employee termination. Two opposite approaches to terminations are “just cause” and “at will.” Just cause requires more management preparation and control but normally has a greater potential to reduce cases of arbitrary treatment, eliminating some wrongful discharge cases before they happen. Where the employer shares some of the fault for the employee’s poor performance, a termination agreement can be a very powerful tool. Such an agreement may meet some of the needs of the employer and the terminated employee. |
| Author |
Billikopf, Gregorio
Area Farm Advisor emeritus
Labor management in agriculture: employee productivity (employee selection and testing, piece-rate pay design, incentive pay, internal wage structure and quality control); interpersonal mediation (co-worker mediation, supervisor-subordinate mediation, communication, interpersonal negotiation skills, effective listening); and supervisor training (employee discipline, praise, performance appraisal). |
| Publication Date | Jan 2, 2004 |
| Date Added | May 1, 2009 |
| NALT Keywords |
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Visit the Agricultural Labor Management website
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