Disciplinary Hearing And Grievance Management
Effective job performance requires that both supervisors and subordinates maintain discipline. We all crave to work in a group that is well organized, well trained, and well-disciplined and we all benefit from discipline and suffer from disorder. Employees don’t want to be punished but to be supervised and the supervision should not be too much nor should it be too little. They need the ‘middle of the road’ that allows them to know exactly what they may and may not do.
When grievances occur, taking a strategic approach is the key to productive outcomes. It takes preparation and a solid grasp of the facts and context of a situation to conclude whether a complaint is a grievance that should be heard and resolved. A complaint becomes a grievance when the issue is specified in the contract language. By reading the grievance clause carefully, you can determine whether a complaint should be heard as a grievance and consider resolution possibilities from the perspective of both parties.This course will advance your ability to handle grievances as well as disciplinary issues.
Middle-level managers in public and private institutions; HR practitioners
At the end of the programme, participants will be able to :
- Explain policies, procedures and rules;
- Analyze the labour act;
- Explain procedures in a disciplinary hearing;
- Explain procedures in grievance handling;
- Apply management-labour relations principles
US$ 1500 to cover tuition and training materials only