Managing Discipline, Grievance And Dismissal
Handling discipline, grievance and dismissal issues needs to be done professionally and with confidence and is one part of the manager’s role which can cause the most concern. If the issues are handled effectively they can aid staff motivation but handled incorrectly can create an unhelpful atmosphere and company culture. This one day course will provide managers with practical ways of dealing effectively with these difficult issues.
Who Should Attend
Managers, executives and supervisors who need to deal with disciplinary, grievance and dismissal issues are part of their job roles.
| Course Objectives: |
After attending this course, participants will be able to:
- Understand discipline, grievance and dismissal issues
- Understand their role and responsibilities in handling them effectively
- Identify and handle typical problems
- Identify when to coach, when to counsel and when to discipline
- Understand the core legal issues
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| Course Programme: |
The Discipline Landscape
What constitutes a disciplinary issue?
Where does capability fit?
When is a gripe a grievance?
Is dismissal necessary?
The Legal Beagle
What is your company’s responsibility?
What’s my legal position?
What rights does the employee have?
What are the employee’s responsibilities?
Fair reasonable and consistent – concepts to live by
The Trigger Points
Identifying common problems
Minor slip ups to gross misconduct
Stopping trouble before it starts
Letting it slip or starting a landslide
Approaches To Discipline
When a quiet word will do
Where informal counselling fits in
Coaching inappropriate behaviour out
The formal route
Understanding Procedure
Putting a formal process in place
The documents you’ll need
The importance of the right records
Warnings: verbal, written and final
How to implement a grievance procedure that works
The Human Touch
The counselling interview
Planning for formal hearings
When to get help, for you or the employee
Taking external factors into account
Personal Development Plan
Developing an individual action plan for implementation back in the workplace. |
