Disciplinary and Grievance Training

Jurisdiction: Global Best Practice

Industry: All Industries

Duration: 15 mins

Pass mark: 80%

Content type: Deep-dive

Target learners: Managers

Level: Intermediate

Benefits: CPD Certified

Informal disciplinary conversations aren’t part of an organisation’s formal disciplinary procedure, but they can be a very effective way of tackling issues at an early stage before they become more serious. They can be particularly useful when dealing with relatively minor issues, such as poor timekeeping, excessive chatting or phone use, or inappropriate use of social media. The focus is always on finding a solution and helping the employee to improve, rather than on imposing sanctions. Combining dramatised scenarios with best-practice guidance and key legal advice, this short course provides a quick-reference step-by-step guide to having an informal disciplinary conversation with an employee and ensuring a positive outcome for both the individual concerned and the business as a whole.

Learning objectives

When it’s appropriate to try informal resolution

How to prepare for the meeting

What to consider when presenting your concerns and exploring the issue

Agreeing steps for improvement and monitoring progress

---

A follow-up from the core course ‘Disciplinary Matters’.

Jurisdiction: Global Best Practice

Industry: All Industries

Duration : 20 mins

Pass mark: 80%

Content type: Deep-dive

Target learners: Managers

Level: All Levels

Benefits: CPD Certified

Disciplinaries can be a sensitive subject and challenging for managers to navigate. Training on how to handle them well and understand the process is important for managers to have, since it builds their skillset in a vital area. Our Managing Disciplinaries course focuses on how managers can approach disciplinaries in a constructive manner and follow a process that promotes fair treatment of the employee and the business.

Learning objectives

Identify when disciplinary action is needed

Identify the key disciplinary principles

Define misconduct and gross misconduct

Follow the disciplinary process

Identify and manage disciplinary outcomes, including dismissals

---

This is a text-based equivalent of our video-based alternative, to cater for differing learning styles and to keep training fresh and interesting.

Jurisdiction: Global Best Practice

Industry: All Industries

Duration : 45 mins

Pass mark : 80%

Content type : Base course

Target learners: Managers

Level: Intermediate

Benefits: CPD Certified

Organisations can face a wide range of disciplinary issues, from relatively minor problems like poor timekeeping and excessive chatting to more serious problems such as bullying and harassment, theft, fraud or misuse of company equipment. If left unaddressed, even minor issues can have a profound impact on productivity, morale and working relationships – so it’s essential to address them as quickly and effectively as possible. Informal disciplinary conversations aren’t part of an organisation’s formal disciplinary procedure – but they can be a very effective way of tackling issues at an early stage before they become more serious, with a focus on helping the employee to improve rather than imposing sanctions. While some minor problems in the workplace can be dealt with informally, more serious issues may require investigation. Workplace investigations can cover a wide range of offences and will form the basis for any formal disciplinary action. Formal disciplinary meetings are held as part of an organisation’s disciplinary procedure, usually to consider a more serious aspect of misconduct or poor performance. This course looks at both informal and formal routes to resolution and sets out key steps to follow when conducting an investigation.

Learning objectives

When it’s appropriate to use informal resolution to address a disciplinary problem

When it might be necessary to go down the formal disciplinary route and what this will entail

How to conduct a disciplinary investigation and write an investigation report

What you’ll need to do if you’re asked to chair a disciplinary hearing

---

Follow this base course with the shorter version as a refresher over a multi-year learning plan, or use the separate courses on informal conversations, formal disciplinaries and investigations.

Jurisdiction: Global Best Practice

Industry: All Industries

Duration : 20 mins

Pass mark : 100%

Content type: Base course

Target learners: Managers

Level: All Levels

Benefits: CPD Certified

All good managers strive to maintain harmony in their team and promote a healthy working environment. However, sometimes things go wrong, and an employee may submit a grievance about a situation or incident in the workplace. Do you know what to do if this happens in your team? In this course you will focus on how to manage grievances in a constructive manner and follow a process that promotes fair treatment of the aggrieved party, the accused party, and the business.

Learning objectives

Define what constitutes a grievance

Describe the grievance process

Differentiate between informal and formal grievances

Follow the principles of managing grievances informally and formally

Understand the importance of fairness in the grievance process

---

This course is useful at the point of need or as part of induction for new managers.