Leading Disciplinary Meetings and Investigations

A guide to informal resolution, investigations and formal disciplinary hearings

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Leading Disciplinary Meetings and Investigations

What You Will Learn!

use informal resolution to address a disciplinary problem in the workplace
take a constructive approach to tackling minor disciplinary issues
identify when it might be necessary to go down the formal disciplinary route and what this will entail
conduct a disciplinary investigation and write up a report
chair a disciplinary hearing and decide on appropriate sanctions

Description

Disciplining employees can be a daunting prospect for managers, but doing so fairly and objectively is crucial for making sure that your employees meet the standards you require.

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 the 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. This course looks at:

Common situations where informal resolution can be effective
How to prepare for the conversation
Exploring your concerns in a constructive way
How to avoid common pitfalls
Agreeing steps for improvement and monitoring progress

Some more serious disciplinary matters may require investigation, and this will require the appointment of an investigator whose role it is to gather evidence, interview witnesses to the alleged misconduct and determine whether or not there is a case to answer. If the investigator decides that this is the case, there will need to be a formal disciplinary meeting at which the employee is present and the investigator's report into the misconduct will be presented. As chair of a formal meeting, you’ll need to ensure that you follow the correct procedure and deal with the allegations fairly and consistently. This course looks at:

When an investigation might be necessary
How to gather evidence and collect witness statements
What to include in an investigation report
How to prepare for a formal disciplinary meeting
Who should attend and what their roles are
How to deal with the allegations
What to consider when deciding an appropriate sanction

Who Should Attend!

Anyone who faces the challenge of handling disciplinary issues at work, from informal conversations to conducting investigations into more serious matters and chairing disciplinary hearings.
The course will be of particular interest to managers, team leaders and business owners.

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