Managing Workplace Discipline Training

Managing Workplace Discipline Training

Our training programmes relating to
Instilling Workplace Discipline and Managing Poor Performance,
Handling Non-Dismissible Offenses, Initiating Disciplinary Hearings,
Chairing Disciplinary Hearings, and Managing All Disciplinary Processes,
are offered throughout South Africa.

Please click on the relevant course that meets your requirements

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Managing Workplace Discipline Training

Managing Workplace Discipline Training

This Managing 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

We offer this programme, and all our training courses as
in-house, public and online training

Managing Workplace Discipline Training

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

Course Duration: 3 days

NQF Level: 5

Course Objective:

This Managing Workplace 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 Managing Workplace Discipline and Poor Performance Training, delegates will learn:Managing Workplace Discipline Trainingg 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 Workplace Discipline Training,
click on the link below

All Training Courses