How to deal with disciplinary and grievance issues – overview
This one-day course will enable participants to manage disciplinary and grievance issues effectively. The emphasis is on the use of a structured approach where positive action and problem-solving is highlighted as a priority. The course will build knowledge, skill and confidence in handling these areas objectively, fairly and appropriately in line with internal policies/procedures, best practice and legal requirements.
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This is a skills- and confidence-building programme which will help participants to:
- Take disciplinary action in a timely and appropriate manner
- Appreciate the employment law issues involved
- Ensure that they act in accordance with your organisation’s policies and procedures
- Prepare for a disciplinary hearing
- Manage grievances either formally or informally, as appropriate
- Prepare and conduct investigations into alleged incidents in the workplace
All managers, in any type of organisation – large or small; public, voluntary or private sector.
This one-day course is highly participative and uses group exercises, case studies and practical exercises to illustrate problems and develop a best practice approach in dealing with them. Group discussions and feedback are used to develop learning points and enable participants to relate examples to their own situations.
Participants will be sent a welcome pack in advance of the course which will include some pre-course work as well as asking them to reflect upon their own experiences and challenges in this area. Participants will also be asked to familiarise themselves with the key internal policies and procedures relating to this area and bring copies to the course for reference throughout.
This programme is, of necessity, tailored to each different organisation in which it is delivered, to reflect their policies and procedures, definitions of managerial responsibility, etc. The content, duration, objectives and material used can all be tailored to suit your specific needs.
Rosanne, who has over twenty years’ experience working in Human Resources as an HR Manager, a trainer and a coach, is passionate about helping organisations and individuals reach their full potential. She has substantial experience of training and development at all stages, including training needs analysis, designing and delivering training interventions and training evaluation against business outcomes and performance. A Chartered Fellow of the Chartered Institute of Personnel and Development, a Business Practitioner in NLP and with a background in Transactional Analysis, Rosanne is also a qualified coach through the Coaches Training Institute and has recently graduated from the Solutions Focus Professional Training programme.
Rosanne has worked as the lead HR associate trainer with The In-House Training Company ever since its formation in 2006 and in that time has delivered an outstanding service to a range of clients, including Stevenage Leisure, Welwyn Hatfield Borough Council, Central Bedfordshire Council, Johnson Matthey, Cambridgeshire NHS Trust, Hertfordshire Chamber of Commerce, Central Borders Housing, Hertfordshire County Council, RIAS Insurance, Arvato Loyalty, Personal Group, Grant Thornton, etc.
A presenter of both ‘open’ and in-house training courses, Rosanne’s approach generates excellent feedback, as the following comments show:
‘A lot of information was absorbed. I’ve not had SO MUCH FUN on any previous course.’
‘Excellent facilitator. Can draw the audience and get the best out of them.’
‘I think that this is the most useful and enjoyable course I have attended so far, not only in content but also in presentation.’
‘Thoroughly enjoyable and highly relevant throughout. Very professionally prepared and presented. Thank you.’
‘Really fun, very informative, lots of great ideas.’
‘Excellent course in terms of content, right balance of theory and practical sessions. Rosanne made us feel extremely relaxed and gave feedback to help us learn from the practical sessions.’
How to deal with disciplinary and grievance issues – course outline
- Course objectives and benefits from attending this course
- Participants’ experience and confidence in this area
- Personal objectives
- A scenario – identifying reasons for poor performance
2 Taking disciplinary action
- How disciplinary action is viewed
- The purpose of taking action
- Understanding the gap between required standards and performance/conduct
- Defining and communicating required standards
- Measuring and monitoring of performance/conduct
- Disciplinary rules and procedures
- Closing the gap – informal and formal action, with emphasis on taking prompt action and
- nipping in the bud
3 Employment legislation
- An overview of current legislation in this area
- The role of tribunals, legal claims
- Unfair dismissal – potentially fair reasons to dismiss, the test of ‘reasonableness’,
- remedies, etc
- The need for a thorough investigation and for the organisation’s procedures to be followed
- Fair or unfair dismissal scenarios
- Relevant case law
4 Disciplinary and dismissal procedures
- Your organisation’s procedure – overview of internal policy and procedure
- Key stages (investigation, hearing, appeal)
- Levels of warning
- Dismissal/gross misconduct
- Roles and responsibilities – linked to participants’ specific roles
5 The disciplinary hearing
- Preparing for the hearing – a checklist
- Roles and responsibilities of all present
- Structuring the hearing
- Using witnesses
- Taking notes
- Reviewing the evidence and reaching a decision objectively
- Written confirmation of decision
- Rights of appeal
- What happens next, eg, Appeal/Tribunal
- Case studies
6 Understanding grievances
- What constitutes a grievance?
- Common reactions when grievances are raised
- Understanding employee rights in this area and the responsibilities of managers and HR
- Employment legislation
7 Managing grievances effectively
- Avoiding grievances – understanding why grievances arise and what steps managers can take to prevent the need for grievances
- Managing grievances informally
- Managing grievances formally – key stages and responsibilities, linked to internal policy and procedure
- Legal implications
8 Putting it into practice – investigations
- As a group, participants will prepare and conduct an investigation into an alleged incident in order to build knowledge, skill and confidence in this area.
9 And finally…
- Challenging situations – open forum to discuss any remaining issues/concerns and ‘what if…’ scenarios
- Action planning – identifying how participants will transfer this learning into the workplace and what else they may need which will help them to do this effectively
- Review and close