Managing / Handling Workplace Discipline Training

Including Managing Poor Work Performance Training

Handling Workplace Discipline Training

Our training programmes relating to Handling and Managing Disciplinary Processes,
Initiating Disciplinary Hearings and Chairing Disciplinary Hearings
are offered throughout South Africa
– Cape Town, Durban, Johannesburg, Port Elizabeth –

Please click on the relevant course that meets your requirements

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Managing / Handling Workplace Discipline Training Including Managing Poor Work Performance Training

Handling Workplace Discipline Training

This Handling Workplace Discipline Training – which covers all disciplinary processes, including:
managing informal discipline, managing poor work performance,
initiating disciplinary hearings, and chairing disciplinary hearings
is offered throughout South Africa
– Cape Town, Durban, Johannesburg, Port Elizabeth –

We now offer this programme, and all our training courses as Virtual Training,
to meet your unique needs arising from the COVID-19 Corona Virus epidemic

Managing / Handling Discipline Training

Including Managing Poor Work Performance Training

Suitable for:
Managers, Supervisors, Team Leaders, HR Personnel and Employee Representatives

Course Duration: 3 days

NQF Level: 5

Course Objective:

This Handling Discipline Training – which is offered throughout South Africa – is designed for Managers and Supervisors who are:

✓ expected to ensure understanding and adherence to disciplinary standards within their teams
✓ and are required to discipline subordinates through verbal warnings and written warnings
✓ and ensure that poor work performance is promptly addressed

This programme is aligned to the following 2 Unit Standards:

Unit Standard 11286: Institute Disciplinary Action

Unit Standards 25514: Conduct a disciplinary hearing

Course content and outcomes:

Through this Handling Workplace Discipline and Managing Poor Performance Training, delegates will learn:Handling Workplace Discipline Training

Instilling discipline in the workplace

  • An introduction to the disciplinary process and its purpose
  • Fundamental premises that should apply to all disciplinary action
  • Typical causes of disciplinary problems and poor work performance problems
  • 3 main causes of indiscipline and poor performance – how to correct them:
    • Poor communication
    • Unclear procedures, standards and rules
    • Middle Managers styles of leadership and control

Handling non-dismissible offences

  • Understanding your company’s disciplinary code, and best practice procedures for
    performance and disciplinary meetings: counsellings, verbal warnings, written
    warnings, final written warnings
  • How to carry out disciplinary and poor performance meetings, and issue the appropriate corrective processes and / or disciplinary warnings
  • Role-play exercise on issuing a disciplinary warning for time-keeping
  • Role-play exercise on issuing a counselling for poor performance
  • Role-play exercise on issuing a written warning for poor performance
  • Drafting a Performance Improvement Plan
  • Setting up a date and time for review and follow up

Dismissals: Unfair dismissals and unfair labour practices

  • The right not to be unfairly dismissed
    • Automatically unfair dismissals, other unfair dismissals
    • Code of good practice: dismissal (Schedule 8)
  • Disputes about unfair dismissals, the burden of proof, remedies

Initiating a disciplinary hearing and leading evidence

  • Investigating and collecting evidence
  • Formulating the charges:
    • The impermissible splitting of charges, and independence of transgressions
  • Preparing witnesses
  • Opening statements, presenting the evidence, cross-examining witnesses,
    admissible and inadmissible evidence, closing arguments

Presiding Over Disciplinary Hearings

  • Procedural and substantive fairness
  • The disciplinary hearing process flow
  • The rules of evidence applicable to disciplinary enquiries in the workplace
    • The admissibility of evidence, allegations, evidence and facts
    • Real evidence, admissions and confessions
  • Managing the disciplinary hearing process:
    • Considering only relevant and acceptable facts
    • Considering the reliability and credibility of witnesses
    • The balance of probabilities
    • The onus / burden of proof
  • Deciding the merits of the case
  • Formulating and documenting the decision on guilt
  • Mitigating and aggravating circumstances
  • Determining and ruling on the sanction (action taken)

Representing employees at a disciplinary hearing

  • Meeting with the accused to analyse and discuss the charge
  • Preparing the accused and witnesses for the hearing
  • Leading the accused’s evidence, leading witnesses, and cross-examining witnesses
    • Controlling witnesses on cross-examination
    • Using scenario painting / story-telling techniques in cross-examination
    • Preparing and presenting mitigation
    • When relevant, lodging an appeal in terms of the disciplinary procedure

To enrol delegates on this Managing / Handling Workplace Discipline Training,
click on the link below



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