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Workshop: Managing
Employee Discipline and Dismissal
All workshops are run both publicly and in-house
Course information
Enquires
Contact Michelle du Toit
Manager: Workshops: Workinfo.com
Tel: +27 (0)11 781 4228(Office)
Fax: +27 (0)86 689 7210
Cell: +27 (0)83 232 2004
Email:
michelle@workinfo.com
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Course Content
Managing Employee Discipline and Dismissal
MODULE 1 - INTRODUCTION TO MANAGING DISCIPLINE AND DISMISSAL
- Managing The Individual Employment Relationship
- Covenental vs Contractual Elements
- Covenental Elements and Human Relations Skills
- Contractual Elements
- The Individual Contract of Employment
- Common Law Contract of Employment
- Labour Relations Act 66 of 1995 & the Code of Good Practice
- Distinction Between Performance & Conduct
- Fairness Principles
MODULE 2 - MANAGING EMPLOYEE CONDUCT
- What is the distinction(s) between Conduct (Misconduct), Performance
(Incapacity), Ill-health (Incapacity), and Incompatibility?
- Definition of conduct
- Establishing standards of conduct
- The process of correction
- The circumstances
- The consequences to the parties
- Before taking disciplinary action
- The investigation
- The allegations
- Notice of intention to hold a disciplinary enquiry
- Suspension pending an enquiry
- Selecting an appropriate chairman
- Representation
- Interpreter
- Opening the disciplinary enquiry
- Taking notes
- Clarification of the facts
- Summing up
- Reaching a verdict
- Mitigation
- Determining the penalty
- The right to appeal?
- Communicating standards of conduct.
- Improving Poor Work Habits.
- Recognising Acceptable/Improved Conduct.
- Disciplinary Hearing.
- Fairness principles in the context of managing conduct.
- Fairness principle 1: be objective
- Fairness principle 2: let the employee state his case.
- Fairness principle 3: procedural fairness.
- Fairness principle 4: substantive fairness.
- Fairness principle 5: determine a fair and reasonable disciplinary
measure.
- Fair decision guides
MODULE 3 - MANAGING EMPLOYEE PERFORMANCE
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Definition of work performance.
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Establishing workplace examples of performance
areas.
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Process of managing work performance.
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Conclusion.
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Module Map.
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Summary.
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Fairness Principles in the context of managing
performance.
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Fair Decision Guides.
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Setting Performance Standards
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Work Performance Counselling
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Recognising Improved Performance
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Effective Follow-up Action
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Work Performance Investigation
MODULE 4 - MANAGING EMPLOYEE GRIEVANCES
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Managing Employee Grievances
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Fairness Principles in the context of Employee
Grievances
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Informal Grievance Hearings
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Formal Grievance Hearings
MODULE 5 - MANAGING EMPLOYEE INCAPACITY (ILL HEALTH)
MODULE 6 - MANAGING EMPLOYEE CONFLICT
MODULE 7 - SUMMARIES OF LABOUR RELATIONS ACT 66 OF 1995
CODES OF GOOD PRACTICE ON SEXUAL HARASSMENT, UNFAIR DISMISSALS
CASE STUDIES, ROLE PLAYS AND UPDATES
Duration
Each module is typically run over 2 days
Workshop Material
Delegates receive a comprehensive workbook and course material
Delegates
This course is suitable for
- Human resource practitioners
- Industrial relations managers
- Senior line managers
- Supervisors
Costing
- In-house courses are subject to quotation
Costing per delegate (public workshops only)
R4 360.00 per
delegate (excluding VAT)
R4 970.40 per delegate (VAT Inclusive)
Included
in the fees
- Course material
- Parking
- Refreshments
- Lunch
- Certificate of Attendance
Please
note
- Training is conducted with extensive use of
questionnaires, case studies, exercises, role-plays and a training
video.
- Delegates are also supplied with a course workbook,
which serves as a "job aid" when back on the job and
involved in recruitment.
- Delegates are encouraged to attend the course with their laptops /
notebooks.
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