Do your managers and/or HR team:
- Understand each stage of the disciplinary process;
- Appreciate what the role of HR is and what it is not;
- Structure terms of reference and allegations in an appropriate way designed for maximum impact and clarity;
- Navigate tricky issues and problems that arise during the course of the disciplinary process
- Have the confidence in dealing with issues that will be heavily scrutinised in any subsequent Employment Tribunal claim?
Executing a disciplinary process that is fair and reasonable in all of the circumstances and that would be judged to be fair and reasonable in accordance with employment law and best practice is hard. No two processes are the same and it takes analytical and problem solving skills for a fair outcome to be delivered.
What happens if you have never conducted a disciplinary process before or haven’t done so for a while? You may feel you lack the confidence to deal with the issues that they raise to deliver the right outcome for your organisation and the employee concerned.
Our Managing Disciplinaries course teaches the fundamentals of the disciplinary process (“the must haves”) and how an Employment Tribunal would judge an employer’s process. It is packed full of practical tips and tricks aimed at satisfying the legal requirements but also how to get the best result for your organisation. We focus heavily on how to frame the allegations that are taken forward to the disciplinary process (this is often an area where the employer gets unstuck) and how you should approach deciding on a sanction to impose.
In addition we tackle, head on, the tricky areas that can often arise such as the impact of criminal prosecutions, dealing with social media issues, considering conduct outside of the workplace, recording meetings and what to do when it is simply one word against the other along with many more!
The objective of this half-day workshop is to ensure that delegates:
- Understand the law relating to disciplinary dismissals and how this influences the employer’s considerations
- Understand the role of HR in the disciplinary process
- Understand how to frame allegations
- Know how to navigate the tricky issues.
- Why is the employee’s length of service important?
- How do you achieve a fair dismissal and what is ‘reasonableness’?
- Misconduct, serious misconduct and gross misconduct
- The role of HR in the disciplinary process
- Spotting, framing and changing the terms of reference and allegations
- Typical problem areas
To discuss your specific requirements and get a quote, please contact Sam Greenhalgh.