Disciplinary and Grievance - The Essentials
- Theft and Fraud
- Breach of health and safety policies
- Work overload leading to stress
- Inequality with terms and conditions of work
Above are just four of the twenty most common disciplinary and grievance issues in the world of work last year. Ten years ago some of these issues did not have the same high profile. The world of work is changing. New issues, a faster pace and higher expectations will generate performance issues and disputes.
Disputes at work are expensive, stressful and disruptive for both employers and employees alike. But both employers and employees agree that early, constructive discussion can produce solutions before problems escalate and working relationships break down. If the dispute is not resolved and results in a tribunal case, both sides face a protracted, unsettling experience.
Equally, inappropriate behaviour at work needs handling in an appropriate but fair manner. Dignity at work allied to an employer's lawful expectations of staff will be easier to achieve and maintain if a consistent, structured and transparent approach is taking towards conduct issues.
Handling disciplinary and grievance situations are a measure of fairness and integrity within any organisation. When situations do occur, they should be dealt with professionally and efficiently applying the standards expected of all employees. The agreed procedures should be followed at all times. They are in place to establish consistency across the organisation and provide a sound framework specific to these situations.
Managers have responsibilities to ensure that all staff are aware of expected organisational standards, and should themselves role model good behaviours and standards. Their department or pocket of the organisation should exemplify and reward good behaviours and conduct. When dealing with a disciplinary or grievance, they should investigate thoroughly before arriving at any conclusion or decision. They must be free of bias or interference. Each situation will be individually unique; the process however will remain consistent.
Our one day workshop provides you with the technical, organisational and soft skills necessary to manage disciplinary and grievance policies and procedures. The new ACAS Code of Practice and the expectations of the Employment Act 2009 feature heavily throughout this workshop
We provide the space too for a “health check” on your existing policies and procedures. Our trainer is also happy after the course to talk in confidence with you about any prevailing disciplinary and grievance issue you are handling, and on which a second opinion might be useful.
- Purpose of the Disciplinary and Grievance Procedures
- Communicating Rules and Standards
- Confidentiality & Record Keeping
- Support Arrangements
- Informal Resolution
- Immediate Suspension
- Arranging a Formal Disciplinary Hearing
- Evaluating evidence – the balance of probabilities
- Conducting Hearings
- Deciding on a penalty
- Confirming the Outcome
- Special Cases
- Processing Grievance Issues
- Conducting Grievance investigations
- Determining outcomes and appropriate sanctions
- The role of mediation
The course draws upon the provisions of the Employment Act 2009, all UK Equality laws, the ACAS Code of Practice, European Directives, Access to Medical Records Act 1988 and the Data Protection Act.
Who Should Attend?
- Human Resources Officersand Administrative Staff with HR responsibilities
- Senior and Middle Managers
- First level supervisors
There are no open events scheduled for this topic.
Many of our events are run as open events at various locations around the UK.
See the Events Diary for scheduled events. All topics can be run as
internal events on your premises.
In-house Event for Your Organisation
We can run this topic as an in-house event for your organisation on your premises. This can
provide a high quality and cost effective staff development route.
This workshop is Price Band B
This training course is delivered in a workshop style. It is highly participative with a blend of presentation, group exercises and debate. A comprehensive delegate pack is included. .
To ensure effective levels of delegate participation, involvement and interaction, delegate numbers are restricted. This workshop is suitable for groups of 2 to 20 delegates.
Formal CPD certificates are provided after the event in a form which is acceptable as CPD evidence to many professional bodies and institutions.
The facilitator for this workshop is a highly experienced trainer with in-depth subject knowledge.