This interactive 2 x half-day Masterclass will cover risks, pitfalls and prevention strategies for managing difficult employee behaviour including:

• Practical tools and steps you can put to work immediately
• Techniques for managing the aggressive and passive-aggressive, the blamer, and the emotional manipulator
• The management and processes for poor performance, misconduct, and serious misconduct
• Practical strategies to prevent and manage personal grievance claims

Attendance at both workshops is required to complete the training. The total cost for the two sessions is $845 + GST.

To register: Please book the 26 April session and you will be automatically registered for Part 2 on 17 May.

Masterclass Part 1: Wednesday 26 April (9.30am – 1.00pm)
Masterclass Part 2: Wednesday 17 May (9.30am – 1.00pm)

Overview

Ensuring that difficult employee behaviours are managed effectively, while complying with legislation is one of the biggest challenges facing organisations today. Having a sound understanding of the relevant case law and strategies around the management of such behaviour can significantly minimise legal, financial and cultural risks for your organisation.

By attending our one-day Masterclass, you will gain a solid understanding of the relevant legislation governing the management of difficult employee behaviour, how to avoid pitfalls and manage such behaviour, and if escalated – any related claims.

With lots of opportunities for questions and advice, the masterclass provides delegates with practical steps you can take away and start implementing immediately.

Key learning objectives:

• Define and identify behaviours which need to be addressed
• Develop internal processes to effectively respond to difficult employee behaviour
• Understand an employers’ legal obligations in order to be able to proactively mitigate legal and financial risks
• Strengthen your understanding of disciplinary and termination process
• Acquire the skills to conduct difficult conversations in an appropriate and confident manner
• Gain practical advice to reduce the risk of a personal grievance claim

Cancellation Policy:  click here for details

YOUR OBLIGATIONS & PREVENTATIVE MEASURES

Introduction and legal framework

• Knowing the your legal obligations arising from :

– The Employment Relations Act 2000, other relevant statutes and case law

– Collective Agreements and Individual Employment Agreements

– Workplace policies

 Preventing and dealing with difficult workplace behaviours

• Being able to identify and deal with poor performance, misconduct, and serious misconduct

RUNNING A DISCIPLINARY INVESTIGATION

Disciplinary process – Conducting a procedurally fair workplace investigation

• Key considerations and questions to ask before deciding appropriate action
• Whether, when and how to suspend an employee
• Starting the process right; devising the investigation, gathering evidence, and conducting interviews
• Principles of procedural fairness during a workplace investigation
• Preparing investigation reports and/or the findings
• Managing confidentiality
• Addressing complaints of bullying or stress claims during the disciplinary process
• Understanding the role of support persons and the option of Employee Assistance Programs (EAP)

TAKING APPROPRIATE ACTIONS

Disciplinary process – substantive justification

• Coming to decisions regarding conduct
• Determining the most appropriate action:

– Performance Improvement Plans

– Warnings – are warnings necessary before termination for general misconduct?

– The Dismissal process– evaluating your options

– Keeping records

Procedural fairness and substantive justification – the pitfalls and what to avoid

• Identifying common problems resulting from conducting a procedurally flawed investigation
• Addressing common issues resulting from reaching a substantively unjustifiable outcome

INTERACTIVE SESSION & CASE LAW INSIGHT

Bringing it all together – putting the theory into practice

• Discussion and insight regarding key lessons from case law
• Looking at best practice application for the disciplinary and termination process
• Developing processes to handle the most common or complicated scenarios
• Approaching challenging conversations about inappropriate employee behaviour

Q and A Sessions