Who can help with work-related issues?

Advisory, Conciliation and Arbitration Service (Acas) Acas provides free and impartial information and advice on all aspects of workplace relations and employment law. To speak to an adviser about your employment problem, call the Acas helpline on 0300 123 1100.

How do you resolve work-related issues?

Principles to Help:

1. Pay attention to your emotions and how they influence you.
2. Consciously decide how to respond to a conflict situation.
3. Give yourself time to prepare.
4. Listen, Reflect, Inquire.
5. Use “I” messages to express your concerns in a non-confrontational way.
6. Frame the issue in terms of interests.

What are work-related issues?

Work-related issues may include job dissatisfaction, workplace injury, stress, discrimination and bullying, violence, accidental death, retirement, retrenchment and unemployment. Common causes of work-related stress include long hours, heavy workload, job insecurity and conflicts with co-workers or bosses.

How can EAP help employees?

An Employee Assistance Program (EAP) is a voluntary, work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems.

Can my job force me to use my personal phone for work?

Your employer can require you to use your personal phone for work and can even terminate your employment if you refuse to cooperate.

Can you trust EAP?

Even though EAP services are confidential, employees are worried that the information may somehow be leaked to management. In fact, EAP participation rates are usually better in companies where the management is deemed trustworthy.

Can you get compensation from a grievance?

You are unlikely to get money compensation as a result of using a grievance procedure. For this you will usually need to take a claim to an employment tribunal. But not all grievances can move on and form the basis for an employment tribunal claim.

Who can help with work related issues?

Advisory, Conciliation and Arbitration Service (Acas) Acas provides free and impartial information and advice on all aspects of workplace relations and employment law. To speak to an adviser about your employment problem, call the Acas helpline on 0300 123 1100.

What do you do when a work related issue arises?

How to Handle Conflict in the Workplace

1. Talk with the other person.
2. Focus on behavior and events, not on personalities.
3. Listen carefully.
4. Identify points of agreement and disagreement.
5. Prioritize the areas of conflict.
6. Develop a plan to work on each conflict.
7. Follow through on your plan.
8. Build on your success.

How do you address work related issues with other employees?

Here are some tips to help you tactfully turn conflict into consensus between feuding employees.

1. Understand the nature of the conflict.
2. Encourage employees to work it out themselves.
3. Nip it in the bud quickly.
4. Listen to both sides.
5. Determine the real issue, together.
6. Consult your employee handbook.
7. Find a solution.
8. Write it up.

How do you deal with a clash of personalities at work?

Use these 7 steps to help de-escalate or resolve conflict with a coworker:

1. Avoid discussing the issue with other colleagues.
2. Never respond immediately to the person who is irking you.
3. Look in the mirror!
4. Reframe the situation.
5. Focus on the other persons strengths.
6. Use cooperative communication.

What is considered disruptive behavior in the workplace?

What is Disruptive, Threatening, or Violent Behavior? Disruptive behavior is inappropriate behavior that interferes with the functioning and flow of the workplace. It hinders or prevents faculty and staff members from carrying out their professional responsibilities.

Which personality types clash?

dominant and steady personalities clash, and conscientious and influential personalities clash. Dominant and steady personalities often butt heads because dominant people tend to be overtly aggressive, while steady people are more passive aggressive.