Disciplinary & Termination
A practical approach
Updated for ERA Amendment Act No 2, 2010
For new HR Managers (or as refresher/update), Line Managers & Supervisors to discuss & examine legislation & techniques relevant to the performance management of staff, and ongoing maintenance of good industrial relations, with a particular focus on avoiding personal grievances or other legal action. Uses NZ recent case study material. Updated for ERA 2010.
This one-day workshop is designed to provide practical, hands-on process models and best-practice systems for dealing with performance problems. The intention is to treat staff fairly and give them the opportunity to succeed. We need to use best-practice systems that comply with the principles of Good Faith yet at the same time provide a documented, evidence-based path to rely on that minimises the risk of a successful personal grievance.
What you will learn
- Good Faith – what does it mean?
- 6 Personal Grievance Categories, relationship to performance management
- Performance Gap analysis
- Assembling specific job and behaviour-based evidence for feedback
- Starting soft – performance counseling meetings
- Upping the stakes – the Warnings process
- When everything has failed – the Termination process
- How to carry out an Instant Dismissal (for serious misconduct)
What we will cover:
- Good Faith and the 6 PG categories in relation to performance management
- Trial Period Versus Probationary Period – an important difference
- Measuring performance against agreed expectations
- Giving evidential feedback in Performance Counseling
- The role and limits of the ‘support person’ – including Union delegates
- Support person Vs Representative – the difference
- Moving from Counseling to Warnings
- The Warnings sequence, getting it right!
- Termination meetings
- The Instant Dismissal sequence – getting it right!
- Suspension while investigating
- Instant Dismissal termination meetings
Length: 1 full day: 9am-4pm
Format: Interactive workshop
Optimum number of participants/facilitator: 15