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Disciplinary and Grievance

Our course empowers you to handle workplace issues effectively and fairly. Learn best practices, procedures, and communication skills to maintain a harmonious and compliant workplace.

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Course overview

Duration: 1 day (6.5 hours)

This course will enable participants to manage disciplinary and grievance issues effectively. The emphasis is on the use of a structured approach where positive action and problem-solving is highlighted as a priority.

The course will build knowledge, skill and confidence in handling these areas objectively, fairly and appropriately in line with policies/procedures, best practice and legal requirements.

Objectives 

By the end of the course you will be able to:

  • Describe the purpose of disciplinary and grievance procedures and how these relate to relevant laws and other procedures
  • Know your role as managers in fairly and consistently applying the procedures at the informal and formal stages
  • Explain the grounds for disciplinary or grievance action and the need to collect, assess and present evidence
  • Describe the structure and roles of disciplinary meetings
  • Explain of the basis for reaching fair and reasonable decisions and possible remedies and penalties
  • Describe the grounds and procedure for appeals

Content

Disciplinary Procedures

  • Employment Contract – what an employee and employer expect and how to manage when broken.
  • Natural Justice – ensuring ‘fair play’.
  • Misconduct v Capability - what is the difference and which process should be used to manage both.
  • Informal v Formal Action – understanding the processes for both informal and formal disciplinary actions.
  • Suspensions – when, why and how to suspend an employee.
  • Investigations – how to undertake a robust investigation and what to include in the report.
  • Disciplinary Meeting – how to conduct the meeting, the different roles involved.
  • Appeals – understanding how people can appeal and the process to appeal.

Grievance Procedures

  • What the law requires – what are the legal requirements for handling a grievance.
  • Informal v Formal Action – understanding the processes for both informal and formal grievance procedures.
  • Conducting the hearing – how to undertake a robust hearing and who should be involved.
  • Appeals - how can people appeal and what is the process.

Testimonials

"Yes, it was very informative and covered all stages of discipline and grievance. The course was enlightening, well delivered and enjoyable. I have already got quite a lot of experience in handling discipline and grievance but I still learned things I was not aware of. For example, that copies of all documents including records of informal chats have to be sent to CBRE People Services."

Irene Anderson, Account Manager, CBRE

"Gave a good insight on the procedures when situations arise that result in disciplinaries or grievances being raised. The session ran really smoothly with lots of good advice, and all questions were answered in a way that would help if you found yourself in one of the situations. The day was really relaxed, and I felt that we were all given time to discuss any issues and get advice. I haven’t had to deal with these situations yet, but I now feel confident I know how to proceed if I do.

Joanne Walker, Contract Support, CBRE

"Yes – informative for people who are new into a people management role as well as a good opportunity to refresh those already in management. It was a really good interactive session. Questions were raised throughout the session and answered with knowledge and understanding, giving confidence on how to deal with situations if they arise in the future. The course gave me the confidence to progress with policy and deal with difficult conversations."

Clare Scragg, National Soft Services Manager, CBRE

Frequently Asked Questions

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