Employers should ensure managers are confident with the grievance and disciplinary procedures in the workplace. If your company fails to adopt the procedure in a dismissal case, the dismissal will automatically be deemed unfair. In addition, compensation will be increased by between 10 and 50 per cent.
Line managers have a lot of power and responsibility and it is important they are trained in both the processes required and also how to avoid disciplinary and grievance issues arising in the first place. If they don’t follow the law properly they could end up personally being called to account for their actions in an Employment Tribunal.
The programme will include vital documents (policies and reports) and will look at actions to be taken during any grievance issue (including grievances relating to bullying, harassment and discrimination) and during disciplinary / dismissal issues.
The workshop is interactive and participative with extensive use made of real case studies.
Programme1. Introduction
The workshop
What is required as a minimum to fairly and consistently manage grievance, disciplinary and dismissal issues
The role of the accompanying person and when they can attend
Why can’t these issues be ignored
2. An overview of the grievance process
What does a great policy look like
How to recognise a grievance
When to use the modified procedure
Variations caused by bullying, harassment and discrimination grievances
Preparation stages
Managing the hearings
Reaching appropriate decisions
3. An overview of the disciplinary / dismissal process
What areas are covered
What does a great policy look like
When to use the modified procedure
Preparation stages
Managing the hearings
Reaching appropriate decisions]
Variations caused by conduct, capability and others
4. Managing investigations
Who should do it
The essential stages
Conducting interviews (preparation, questioning techniques, weighing up the evidence, note taking)
Sample report format
Best practice investigations
5. Appeals
When to do them
Who should do them
What to cover
Preparation stages
Managing the meetings
Reaching appropriate decisions
6. What can a line manager do to avoid issues arising in the first place?
Effective people management
Following all stages of the performance mismanagement cycle
Clear rules, standards and expectations
Giving quality feedback
Aiming to follow the ‘nip it in the bud’ school of thought
Informal v formal action
7. Case studies
A chance to look practically at a range of issues (if delegates would like particular scenarios considered they are welcome to contact us within a month of the programme running and the trainer will attempt to include them)
Delegate questions
8. Workshop close
Benefits of attendingAttending this course will enable you to:
1. Reduce the risk of claims against the organisation relating to poorly managed grievance and disciplinary issues
2. Understand how to conduct these processes fairly and thoroughly
3. Understand what the law requires from you
4. Gain insight into how to conduct and prepare top quality investigation reports
5. Take away sample policies and reports
