IntroductionThe relationship between the employer and employees plays a central role in the performance of the organization. Employers and employees have certain responsibilities toward each other, which facilitate a fair and productive workplace. Positive working relationships create a climate of cooperation with efforts toward the same goals. Conflict, on the other hand, is likely to distract from organizational performance. Unnecessary conflicts can be avoided through employee participation and fair treatment. Ethical employment practices, involving employees in decisions and treating employees as valued members of the organization, all contribute to a positive employer-employee relationship. Unfortunately, it sometimes becomes necessary for an external party to help employers and employees resolve their disputes through processes such as mediation or arbitration. Together, positive engagement strategies and constructive dispute resolution help develop relationships that support organizational performance and success. Concepts of Employee Rights and Responsibilities Legal considerations play an important role in how employers and employees interact in the workplace. Common law doctrines regarding this relationship have been established from numerous legal decisions made over the centuries (Reed and Bogardus, 2012). Common law doctrines lay the foundation for best employment practices that provide safeguards for both the employer and employees. The at-will employment doctrine provides that employers may hire, transfer, promote, or terminate employees at any time for any reason, and that employees may have the right to resign at any time with or without notice ( Reed & Bogardus, 2012)...... middle of paper ...... employer-employee relations. Employers who recognize this and proactively use strategies to promote employee participation and fair employment practices will be likely to reap the organizational rewards. References Colvin, AS (2013). Participation versus procedures in the resolution of non-union conflicts. Industrial Relations, 52(S1), 259-283. Gies, TP and Bagley, AW (2013). Compulsory arbitration of labor disputes: what's new and what's next?. Employee Relations Law Journal, 39(3), 22-33. Reed, SM and Bogardus, AM (2012). PHR/SPHR: Professional Certification Study Guide in Human Resources (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174 Rowley, C. (2010). Pathways to resolution. Professional Manager, 19(3), 34-35.Zachary, M. (2012). At-will employment and public policy. Monitoring, 73(11), 21.