- 44 mins on-demand video
- 3 downloadable resources
- Full lifetime access
- Access on mobile and TV
- Certificate of Completion
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- 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
- The course does not require learners to have any specific software just basic computer operating skills.
- No special materials or prior knowledge necessary - everything is provided.
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
- 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.
This lecture explains the purpose of informal resolution and sets out situations in which it may be appropriate for addressing minor disciplinary issues.
This lecture looks at the purpose of undertaking a disciplinary investigation and the role the investigation and report play in the subsequent formal disciplinary process.
This lecture looks at how to prepare for a formal disciplinary meeting, including reading the investigation report and familiarising oneself with the organisation's relevant disciplinary and other policies.