Corporate training | Grievance and disciplinary training

Tailored to your organisation’s policies and procedures

This corporate training outline provides detail on the key content for a grievance and disciplinary course which we advise is run over two days. We will tailor a programme showing the running order, timings and details of exercises, once we have a clearer understanding of your policies and procedures. For example, we will need to know if you differentiate your approach for employees with less than one year’s service.

We will be happy to visit you or have an in-depth telephone conversation to discuss your exact needs and desired approach. The course will then be designed to meet these. We hope that this outline gives a good feel for how we suggest it is approached.

The corporate training programme will outline the legal framework which currently governs disciplinary, and grievance procedures. We’ll explain statutory obligations, as will the importance of following your procedures. The need to behave fairly and reasonably will be stressed. The training will identify typical disciplinary and capability problems and, by looking at case studies, participants will examine disciplinary issues with a view to applying a fair and procedural approach to problem solving. We’ll explore all aspects of dealing with disciplinary problems.

Over a two day programme, we will also cover key skills needed to run effective and procedurally correct Disciplinary/Grievance interviews and delegates will have an optional opportunity to role play.

Highlights of our grievance and disciplinary corporate training course:

• Performance Management – what it is
• Objective setting
• Monitoring and review
• Signs and Signals of performance issues
• Understanding possible causes
• Take appropriate steps at the right time
• Liaison with HR
• What to record
• The first line counselling approach at initial stages to attempt to resolve and prevent escalation. This part of the course will include interactive theatre or role play to practice the necessary skills

Policies and procedures – Disciplinary and Grievance

• Identifying the nature of disciplinary problems and the appropriate course of action
• Defining ‘capability’
• Defining ‘conduct’
• Understanding where absence cases fit in
• Looking at ‘Borderline’ cases
• Using probation periods effectively
• Stressing first-line counselling as an initial informal approach
• Recognising the need for a more formal approach
• Working with your policies and procedures
• Handling absence and grievance issues in relation to disciplinary matters
• The importance of investigation
• Suspending employees
• Using witnesses and witness statements
• Understanding the ‘burden of proof’
• Looking at the balance of probability

Managing disciplinary and capability procedures and hearings

• The role of the hearing
• The importance of the preparatory stage
• Inviting the employee to a hearing
• Ensuring that the employee is able to prepare adequately for the interview
• Structuring the interview to follow procedures
• Handling witness input into interviews
• Making notes of the meeting
• Ensuring co-operation from employees and their companions
• What happens when the employee does not attend the interview
• Imposing sanctions
• Considering mitigating circumstances
• Organising for follow-up action
• Writing warning letters
• Keeping a record
• The appeal process

Dealing with grievances

Using case studies, participants will examine grievance issues with a view to applying a fair and procedural approach to problem solving.

• Statutory obligations in dealing with grievance issues
• What constitutes a grievance?
• Links to your bullying and harassment policies and procedures
• Investigating grievances
• Using informal approaches and mediation in solving grievances
• Resolving grievance matters
• Communicating and implementing solutions
• The appeal process