Informal and formal disciplinary meetings and investigations
3.8 (6 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
586 students enrolled

Informal and formal disciplinary meetings and investigations

Successfully handling and resolving disciplinary issues in the workplace
3.8 (6 ratings)
Course Ratings are calculated from individual students’ ratings and a variety of other signals, like age of rating and reliability, to ensure that they reflect course quality fairly and accurately.
586 students enrolled
Created by Skill Boosters
Last updated 12/2018
English
English
Current price: $34.99 Original price: $49.99 Discount: 30% off
5 hours left at this price!
30-Day Money-Back Guarantee
This course includes
  • 44 mins on-demand video
  • 3 downloadable resources
  • Full lifetime access
  • Access on mobile and TV
  • Certificate of Completion
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What you'll learn
  • Understand when it’s appropriate to use informal resolution to address a disciplinary problem
  • Understand when it might be necessary to go down the formal disciplinary route and what this will entail
  • Know how to conduct a disciplinary investigation and write an investigation report
  • Know what you’ll need to do if you’re asked to chair a disciplinary hearing
Requirements
  • No prior knowledge required.
Description

Few managers relish the prospect of taking disciplinary action - but getting it right can mean the difference between costly, festering problems and happy, productive employees. This course looks at both informal and formal routes to resolution and sets out key steps to follow when conducting an investigation.  

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 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.

While some minor problems in the workplace can be dealt with informally, more serious issues may require investigation. Workplace investigations can cover a wide range of offences and will form the basis for any formal disciplinary action.

Formal disciplinary meetings are held as part of an organisation’s disciplinary procedure, usually to consider a more serious aspect of misconduct or poor performance. 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.


Who this course is for:
  • Anyone who wants to be able to communicate more effectively when handling disciplinary matters with employees or team members.
Course content
Expand all 11 lectures 44:04
+ Introduction
1 lecture 03:02

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. 

Preview 03:02
+ Disciplinary investigations
3 lectures 15:30

Workplace investigations can cover a wide variety of offences, from computer misuse to bullying and harassment, theft, violence or fraud. 

Conducting investigations
03:05

It's important for investigators to remain objective and to look for evidence that both supports and contradicts the allegations. 

Gathering the evidence
10:25

The investigator will have to produce a report that details their findings and establishes whether there is a case to answer. 

Writing the report
02:00
+ Formal disciplinary meetings
4 lectures 14:55

A formal disciplinary meeting will usually be held to consider some aspect of misconduct or poor performance. 

Preparing for the meeting
03:11

At the start of the meeting, you'll need to remind everyone present that the meeting is confidential and should not be discussed with other members of staff or with anyone outside the organisation. 

Opening the meeting
03:30

It is important to establish at the outset that the employee has had a chance to review the investigation report and any other relevant evidence. 

Addressing the allegations
03:16

After the meeting, you will need to consider whether, on the balance of probabilities, the allegations have been substantiated.  

Closing the meeting
04:58
+ Assessment quiz
0 lectures 00:00

Check your understanding of the course. 

Quiz
9 questions