Wednesday, 15 August 2012
A NZTE registered business training programme
DETAILS

To ensure that all levels of management understand the distinction between performance and disciplinary issues and they observe the rules of procedural fairness at all stages of the disciplinary procedure.

In the event of a dismissal being challenged through a personal grievance, substantial emphasis is placed on employers proving not only that the dismissal is justifiable but more particularly that the employer’s handling of the case is procedurally fair. Notwithstanding the fact you may have grounds to dismiss, a procedural defect may destroy your case, it is important that all employers understand their responsibilities.

WHO SHOULD ATTEND
Employers, managers, supervisors and people responsible for managing staff performance, discipline, issuing warnings, and ultimately, notice of termination of employment.

WORKSHOP CONTENT
• The importance of written applications for employment
• The importance of setting and maintaining standards
• Is it performance or discipline?
• Procedural fairness - recent case law
• The personal grievance procedure and definitions
– Unjustifiable dismissal/action
– Discrimination and sexual harassment
• The development and application of rules of conduct and performance
• Systematic approach to verbal and written warnings
• Termination by reason of
– Frustration/sickness/injury/non work activities
– Resignation versus dismissal

PRODUCTIVITY IMPROVEMENTS
On leaving this workshop you will be able to
• Develop and apply rules of conduct and performance
• Provide a systematic approach to verbal and written warnings
• Ensure procedural fairness guidelines are clear and observed at all times

DURATION One day

PRESENTER Employers’ Association Legal Advisor

INVESTMENT
$ 398.00 + GST for Employers’ Association members
$ 598.00 + GST for non members