Performance, Discipline &
Procedural Fairness
Who should attend
Employers, managers, supervisors and people responsible for staff discipline, issuing warnings, and ultimately, notice of termination of employment. |
 |
Overview
To ensure that all levels of management understand and observe the rules of procedural fairness at all stages of the disciplinary procedure. In the event of a dismissal being challenged through the Personal Grievance procedure, substantial emphasis is placed on employers proving not only that the dismissal is justifiable but more particularly that the employer’s handling of the case is procedurally fair. Notwithstanding the fact you may have grounds to dismiss, a procedural defect may destroy your case, and with reinstatement being the primary remedy, it is important that all employers understand their responsibilities.
Workshop Content
• The importance of written applications for employment
• Procedural fairness - Recent case law
• The personal grievance procedure and definitions
– Unjustifiable dismissal/action
– Discrimination and Sexual harassment
–The development and application of rules of conduct and performance
• Systematic approach to verbal and written warnings
• Termination by reason of:
– Frustration/Sickness/Injury/Non Work Activities
– Resignation versus Dismissal
– Theft versus Breach of Rules/Procedures
Productivity Improvements
On leaving this course you will be able to:
• Develop and apply rules of conduct and performance
• Provide a systematic approach to verbal and written warnings
• Ensure procedural fairness guidelines are clear and observed at all times.
| Date |
Venue |
Time |
Presenter |
Investment |
| 2012 |
|
|
|
|
|
August
15th
Wednesday
|
Chamber
of
Commerce
Invercargill |
9:00am
to
4:00 |
Otago Southland
Employers Assn
|
$398 member
$598 non member
Excl gst |
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