This section covers some of the important aspects of relations between employers and their employees. Whether employees belong to a union or not, employers should respect their opinions about what, in their eyes, is fair or not.

1. Employers have a social and moral responsibility for the well-being of their employees. Employers should recognise employees’ needs, wishes and aspirations, respect their views and beliefs and always treat them with dignity and personal respect.
   
2. Employers should treat in accordance with the requirements of the personal data privacy legislation any and all personal data regarding employees that they collect and maintain.
   
3. Employers should have a clear policy, preferably in writing and communicated to employees, on any surveillance of internet use, emails or telephone calls of their employees.
   
4. If formal employee organisations exist, they should be treated with respect whether they are recognised or not. When dealing with unions or their members, the relevant legal requirements should be adhered to.
   
5. Harassment by one employee (or group of employees) of another (or another group) should not be permitted. Employers should draw up and publish their policies on harassment explaining what harassment is, how it should be handled and what actions will be taken in the event of harassment being proved. Employers should encourage their employees to report harassment if they suspect it is occurring – if necessary by by-passing the chain of command.
   
6. Annual leave, public and general holidays are to enable employees to refresh themselves and take time to be with their families and friends. Employers should encourage their employees to keep a reasonable balance between their personal and work lives consistent with good performance and the success of the business. Employees who are tired do not work well.
   
7. Employers should also consider encouraging employees to work in the wider community and help those less well off or fortunate than themselves through corporate volunteering initiatives.
   
8. Labour disputes are costly for both employer and employee. In the event of a potentially serious labour dispute arising and before employers and employees are locked into positions from which they would find it hard to withdraw, employers should seek the advice and conciliation of the Labour Department at an early stage.