Addressing disciplinary issues is a reality for most managers. This can be a very sensitive and stressful process that many deals with in only a cursory manner or avoid altogether. However, if disciplinary issues are avoided or handled poorly, they can lead to very serious legal problems for the organization and the individuals involved.
Most managers in general prefer not to discipline their employees because it is unpleasant. Nevertheless, having a disciplinary policy in the workplace is indispensable. Discipline is important because managers expect a certain type of behavior from their employees at work. Managers cannot achieve the goals they set out if their employees are problematic and cannot be relied upon to deliver productive outcome.
All managers, supervisors and team leaders have to face up to difficult employee situations at one point or another in their career.
This workshop aims to enable you with the skills to handle grievance and disciplinary actions, such that difficult employee situations can be turned around to become opportunities to enhance employee performance.
When the situation warrants termination and dismissal, you must be able to abide by the law and conduct these actions with confidence.
With this in mind, we are faced with the following questions:
How do you set up a system where it is both fair,
just, legal for both employers & employees?
What tools or documents are needed to effectively
implement Employee Grievance and Discipline?
How do you correct and manage employees in a
positive and objective manner?
What is the legal process for dealing with
resignations, dismissals and terminations?
How do you solve employee problems effectively?
**All webinars/trainings are held via Zoom.
- what is grievance
- how grievance develops
- approaches to handling grievance
- grievance handling principles
- handling grievance mediation discussion
Taking Disciplinary Action
- setting ground rules
- purpose of the Code
- approach to discipline
- terminology used in discipline
- hot stove rule
- natural justice
- classification of misconduct
- progressive discipline
Holding Disciplinary Sessions
- specific objectives of the discussion session
- guidelines to conduct a disciplinary session
- common types of disciplinary penalties
Types of Separation
- types of employer-initiated termination
- types of employee-initiated termination
- understanding the law regarding different types of termination
|Wed||09:00 AM — 12:00 PM|
|No. of Days:||1|
DR. FLOR M. GLINOGA, PMP, MBB, CPHR
With a B.S. in Psychology, M.A./PhD in Clinical Psychology and Masters in Development Management with certificate course of Project Management at Wharton School of Economics, University of Pennsylvania, USA, Flor has a wealth of knowledge about individual, group, and organizational behavior. She is a Project Management Practitioner (PMP) and a Master Black Belt (MBB). She is the Consultant of Integrated Financial Management Systems (IFMS) of the Bangko Sentral ng Pilipinas (BSP) and the Consultant of Aboitiz Equity Ventures (AEV – holding company of Aboitiz group of companies) on Integrated Security Management Systems (ISMS). She is currently a Faculty in the graduate studies of Master of Science in Organizational Development of the University of Asia and the Pacific (UA &P) and MBA in People Management of Lyceum of the Philippines. For the past thirty-six years, she has engaged individuals and organizations in the change process to increase their productivity, efficiency and effectiveness to include the training on strategic business plan programs, develop leadership skills, and build self-mastery. She uses a systems approach in working with individuals and organizations. ...