Disciplinary and Appeals Procedures

Duration: A one day training course

Suitable for: This training course is for anyone with line management responsibility who would like to have a better understanding of disciplinary and appeal procedures. The word "discipline" is latin for "to teach" and this course gives practical and realistic advice on how to avoid being in a disciplinary or appeal situation, and what to do if you are in one. Unfortunately there is a significant increase in the numbers of people who take their employer to an Employment Tribunal. In many of these cases it is because the employer has failed to follow the correct disciplinary procedures, and not because the punishment did not fit the crime. This course aims to ensure that delegates have the knowledge and confidence to get it right first time.

Objectives: By the end of the training delegates will: • Understand the legal framework for handling disciplinary situations • Know what constitutes a "fair dismissal" and the different types of dismissals • Understand the key management responsibilities involved in carrying out disciplinary procedures • Identify the role undertaken by those who are asked to act as companions to their colleagues at disciplinary hearings • Know how to use informal action effectively and recognise when formal procedures are necessary • Understand how your disciplinary skills can be used in your day-to-day management in dealing with underperformance or absence issues

Locations: Guildford, Surrey & London

Course Description

Introduction and priority setting

Company policy and legislation

• Do we need a disciplinary policy for our company - can't we just use the ACAS guidelines?
• Who does what?Ê Should the line manager carry out the entire process, and what about HR?
• Does my company policy meet minimum guidelines?

How to be proactive in preventing disciplinary situations in the workplace

• What policies and procedures should I have in place in order to prevent disciplinary situations occurring?
• How can performance management help in dealing with underperformance issues before a disciplinary discussion becomes necessary?

Carrying out investigations and disciplinary procedures correctly and fairly

• When is it necessary to carry out an investigation prior to taking any disciplinary action?
• What is the difference between a "summary" dismissal and a standard dismissal?
• Can I link several areas of misconduct together when dealing with disciplinary situations?
• How do I carry out an investigation?
• How do I carry out a disciplinary hearing?
• What warning and information do I need to give the individual before the hearing?
• Does the individual always have the right to be accompanied, and who are they allowed to bring with them to the hearing?
• How can I discipline individuals for poor attendance?

Appeal procedures

• What rights do employees have to appeal against a decision?
• What are the main areas of error in handling disciplinary cases, and how can I ensure that I get it right first time?
• For what reasons might an individual decide to lodge an Appeal at an Employment Tribunal?