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Employee Concerns
I am taking a course in employer and labor relations and feel I may be able to help you out in the stated situation. Employment laws do not specifically state anything against employee dissention or workplace politics. Employers have limited rights in these situations unless here is a written policy setting limits on workplace politics. If you feel that Sue Mee is engaging in activities which are threaten productivity and creating a hostile working environment, it is important to confront her and open channels of communication with the staff.
I am afraid, Sue Mee is right when she states that without employment contracts management has increased powers to fire an employee. Employment contracts limit an employer's power over termination of employees but they need not always be in written form. If you feel that there exists an unwritten employment contract in the firm, you can convince the employees of job security. Oral employment contract exist in many firms such as when employers mention casually during meetings that termination would be based on 'good cause'.
Sue Mee can unionize employees against the company but for the union to exist and operate, a union contract with the employer is needed. Union contract is a document that determines the rights of employees and employers. Good news for you is that most employees in modern organizations try to stay away from unions because they do not tend to serve employees' interests in the way they once did.
In order to avoid a full-blown conflict in the workplace, start working on a policy that will explain your position on termination and its possible causes. Policy must clearly state company's stand on workplace politics explaining that it results in reduced productivity and poor working relationship with the management. It is important to remain sensitive to the needs and grievances of employees therefore avoid putting down clauses that might cause the employees to feel alienated.
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