Employee Relations for Construction and Real Estate
Two routes — one for complaints, one for conduct — kept separate.
What this looks like in construction and real estate
The parts of employee relations that are specific to this sector, rather than general.
Site-Level Relations
Where the supervisor is the employer in practice.
What this coversHide
Site-Level Relations
Where the supervisor is the employer in practice.
What this coversHideOn site, the employment relationship is experienced through the site in-charge. Most disputes are about wages, measurement, advances or conditions, and most are resolved or inflamed within a day.
- Grievance route independent of the site supervisor
- Wage, measurement and advance disputes resolved on site, quickly
- Contractor labour issues escalated through the contractor, with record
- Accommodation and facility complaints treated as relations matters
- Consistency across sites so precedent does not vary
- Supervisor capability in early resolution
- Escalation route to project management that workers know about
- Central record of issues by site and trade
A central record by site is what turns individual complaints into a manageable picture. One site producing most of the issues is a supervisor question, and it is invisible without the record.
The general method — what employee relations covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the grievance and disciplinary process page. What is above is the part that differs for construction and real estate.
Other HR topics for construction and real estate
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for construction and real estate, or another industry.