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Workplace Grievances and Misconduct: Act Early, 290+ Tools
2,216 students
Workplace Grievances and Misconduct: Act Early, 290+ Tools
By the time it is formal, the options are gone? Grievance handling, workplace investigations, misconduct, PIP
Last updated 10/2026
English
English [Auto],
What you'll learn
- Handle conflict, complaints and misconduct before they become cases: take 290+ question lists, checklists, procedures and templates in 59 downloadable resources
- Tell a conflict that needs mediation from one that needs a formal process, and run the mediation
- Recognise the conditions that produce misconduct and spot a conflict of interest early
- Build lines of defence and a code of conduct people can actually follow
- Establish facts with behavioural interview questions and document them defensibly
- Handle a discrimination or harassment complaint without making it worse
- Hold the conversation before the procedure, and keep control of a defensive room
- Write a performance improvement plan and know what to do when an employee refuses to sign
- Run exit interviews that produce usable data, with a complaint handling workbook and exit interview workbooks
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Explore related topics
Course content
15 sections • 40 lectures • 20h 10m total length
Requirements
- Some experience in HR or people management helps
- No legal background required; the course is about process, evidence and conversations, not the law of one country
- English at intermediate level or above, since all lessons are in English
Description
This course contains the use of artificial intelligence.
By the time a situation becomes formal, the useful options are mostly gone. Almost every case that ends badly had six earlier months where a conversation would have been enough. Here are 298 tools for those months and for the case itself: 194 ready-to-use question lists, checklists, procedures and templates, 92 models and methods, 8 working files and 4 services shown on screen.
Open a lecture, take the question list or the checklist, and use it on the situation in front of you.
How these go wrong
Two people stop speaking and everyone works around it, so it never becomes anyone's problem until one of them resigns and names the other. A complaint is handled by the manager it is about. Facts are gathered after the decision, the interview notes would not survive a second reading, and the improvement plan is written to justify an exit that has already been decided.
What changes after this course
You see the conflict early and choose between a conversation, mediation and a formal process. You build the conditions that make misconduct less likely, establish facts before decisions, handle complaints of discrimination and harassment carefully, and run discipline and separation in a way you can explain to anyone who asks later.
What is inside: 298 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 59 downloadable resources: lecture presentations plus 8 working files, including a complaint handling workbook, a performance improvement plan workbook and exit interview workbooks
- 194 ready-to-use tools inside the presentations:
- 55 question lists and scripts: conflict de-escalation self-talk scripts, risk culture audit, interpersonal treatment self-assessment, PIP delivery conversation
- 36 checklists: conflict situation formulation, mediation suitability, individual fraud warning signs, code of conduct topics
- 36 step-by-step procedures: interpersonal conflict resolution, difficult meeting management, six-stage incident investigation, performance improvement process
- 26 templates and sample documents: anti-bribery policy, conflict-of-interest policy, non-retaliation policy, performance improvement plan
- 20 scorecards, rubrics and matrices: probability-impact risk heatmap, fraud controls by defence line, PIP eligibility decision table, skill-will-system gap diagnosis
- 12 ready AI prompts: underperformance diagnosis, PIP SMART goals generation, PIP personalization, PIP compliance analysis
- 7 other working tools and 2 metric sets: feedback gap interview worksheet, feedback stress reduction worksheet, PIP process calendar
- 92 models and methods explained with examples: Thomas–Kilmann conflict modes, interest-based negotiation, conflict mediation, fraud triangle
- 4 services shown on screen: 15Five, Bonusly, PeopleForce and Slack
Where the tools are
Conflict and mediation (2 sections, 39 tools). What a workplace conflict is, typical situations, prevention and mediation.
Preventing misconduct (4 sections, 65 tools). Where misconduct comes from, incidents and the risk cycle, culture, lines of defence and the code of conduct.
Establishing facts (2 sections, 48 tools). Interview technique, assessment, documentation and confidentiality.
Conversations and complaints (4 sections, 104 tools). The conversation before the procedure, feedback, discrimination and harassment complaints, and a defensive room.
Discipline and separation (2 sections, 52 tools). The improvement plan, separation and exit interviews.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
At the STB TV channel, hiring managers often complained about recruiting to the CEO, and I later found it was often a way to explain work they had not done. After hearing it a few times, I asked the CEO to send people with complaints straight to me, so I could listen, get into the details and solve the problem. At STB people also wrote formal complaints to the CEO, and from American colleagues I received complaints about managers a couple of times: in large companies a written complaint is a normal channel, while in smaller ones people say it directly.
How to use the course
Start with the conflict and misconduct sections, then use the investigation, complaint and discipline sections when a real case appears. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 40 lectures across 15 sections, 20 hours
- 59 downloadable resources: lecture presentations and 8 working files
- 298 tools across the lessons, including 4 services shown on screen
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Think of one situation in your team that everyone works around, then open the first section and decide whether it needs a conversation, mediation or a formal process. Enrol now and start your first lesson today.
Who this course is for:
- HR generalists and employee relations specialists
- HR business partners who handle complaints and investigations
- Managers who must address misconduct or poor performance
- Compliance and ethics specialists
- HR professionals moving into employee relations