Managing the Disciplinary Process

Overview

Managing the Disciplinary ProcessThe management of staff is one of the most challenging duties placed upon supervisors especially in the ever increasing complex HR landscape as issues of diversity, employee rights and employer obligations now add to the existing industrial relations landscape.

Many supervisors can recall a troubling situation with an errant employee who appears untouchable and who at any sign of disciplinary action is able to seek trade union or other intervention to his benefit. These factors impact in great measure on the disciplinary function and the role of management/supervisors in the management of staff performance and overall behaviour in this regard.

The impact of these actions is seen in the diversion of key financial and human resources from goal achievement towards avoidance schemes and litigation. It is therefore critical that all supervisors understand their HR responsibilities and the importance that in the discharge of these, they do not deliberately or negligently fail to consider the impact of failure to adhere to sound industrial relations practices and principles.

Adherence to sound industrial relations practices mandates awareness of the legal framework within which industrial relations operates and the key principles which derive from the law. This also requires awareness of how the court applies the law in respect of what constitutes good industrial relations practices in practical settings. Armed with this knowledge the supervisor will have the ability to apply the lessons learnt to the work environment, to optimise employee performance without infringing on employee rights.

Target Audience

This workshop would be particularly beneficial to Managers, Supervisors and anyone who is directly responsible for handling or participating in disciplinary situations.

Learning Objectives

At the end of this workshop, participants should be able to:

  • Appreciate the IR framework of Trinidad and Tobago
  • Demonstrate an understanding of the principles surrounding good IR practices
  • Identify the roles and responsibilities of supervisors in the maintenance of a productive IR climate within the workplace
  • Appreciate the law
  • Appreciate the concept of a disciplinary offence
  • Demonstrate an understanding of the importance of a disciplinary procedure
  • Appreciate the instances when termination of an employee for a disciplinary offence will be deemed to be justifiable on the part of the employer concept of Just Cause
  • Demonstrate an understanding of the limits on the obligation of an employer to assist employees
  • Identify the importance of a grievance procedure in managing employee relations

Programme Outline

Topics to be covered during this workshop include:

  • Sources of law governing Industrial Relations in Trinidad and Tobago
    • The IRA
    • ILO Conventions
    • Collective Agreement
    • Case Law
  • The role of the Industrial Court in resolving employer/employee conflicts
    • Principle of Natural Justice
    • Landmark Industrial Relations judgments
  • Principles and practices of good Industrial Relations
    • Principles of progressive discipline
    • Seven reasons of Just Cause
    • Employer responsibilities
  • Disciplinary Policies and Procedures
    • Grievance procedure
    • Investigating breaches
  • Effective Termination (including definition of types of dismissal)
    • Whistleblowing
  • Litigation and Alternative Dispute Resolution (ADR)

Facilitator: Ms. Janet Peters

The facilitator is an attorney-at-law with several years working experience in the public and state enterprise sector. She has had practical experience in the human resource management function for several years having worked at the senior level with direct responsibility for the management of human resources. She also holds a bachelor's degree and a master's degree and has lectured and tutored for several years at UWI and other tertiary institutions. She also lectures at the Arthur Lok Jack Graduate School in Law and in Human Resource legal and ethical issues.

Details

Date View Event Calendar
Time 8:30 pm – 4:30 pm
Duration 3 Days
Cost TT $4,500.00 (inclusive of training materials, refreshments and Certificate of Participation) 
Please note that prices are subject to change without notice.
Venue Arthur Lok Jack Graduate School of Business
Max Richards Drive,
Uriah Butler Highway, North West,
Mt. Hope

Contact

Tel: 645-6700
Fax: 662-1411

Coordinators:

Brent Cassim - ext. 330
Anastasia Mohammed - ext. 328

E-mail:  openenrolment@lokjackgsb.edu.tt

Certification

Certificates will only be issued to participants who have attained a minimum attendance rate of 75% for the duration of the course.

Course Cancellation/ Reschedule Policy

Arthur Lok Jack GSB (ALJGSB) reserves the right to cancel training at any time. If ALJGSB cancels the training due to unforeseen circumstances beyond the control of ALJGSB, you are entitled to a full refund of the course fee, or your course fee can be credited toward a future training, based upon availability (providing payments have been made before original advertised date).

ALJGSB reserves the right to reschedule training at any time. If ALJGSB reschedules training due to unforeseen circumstances beyond the control of ALJGSB, the training will take place at the next available time. Participants will be informed via phone and/or e-mails.

 

  

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