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Training Workshop – Reward Management Workshop

Training Workshop – Reward Management Workshop

This workshop is NOT LIMITED to the role of chairperson only – the roles and responsibilities of all key parties at a hearing are fully covered.

Day One: AM session – Methods techniques and principles employed to ensure procedural fairness
PM Session – Investigations and the Rules of Evidence

Day Two: Full day session (Practical) – A full, formal hearing is conducted where all the learning of both workshops is applied

Module 1 – The Code of Good Practice – Dismissal
  • Fair reasons for dismissal
  • Misconduct
  • Dismissal for misconduct
  • Fair Procedure
  • Disciplinary Records
  • Discipline & Industrial Action
  • Guidelines in dismissal for misconduct
  • Incapacity – Poor Work Performance
  • Guidelines for dismissal in Poor Work Performance
  • Incapacity – Ill Health & Injury
  • Guidelines in dismissal for Ill Health & Injury
Module 2 – Roles and responsibilities of the parties before, during and after at a hearing
  • The Chairperson
  • The Initiator/Company Representative
  • The complainant
  • The interpreter
  • Witnesses
  • The Union Official
  • The Defendant/Respondent
  • The Defendant’s representative
  • The appointment of the Investigator.
Module 3 – The Investigation
  • Has a rule been broken?
  • Was the rule lawful and fair?
  • Did the employee know about the rule
  • Did the employer have a reasonable expectation of compliance?
  • Did the employee understand the rule?
  • What about consistency?
Module 4 – Evidence
  • Relevance and Admissibility
  • Rules, exceptions and exceptions to the exceptions
  • Oral/verbal evidence
  • Real evidence
  • Documentary evidence
  • Admissions vs. Confessions
  • Facts not in dispute
  • Privilege
  • Circumstantial evidence
  • Opinion evidence
  • Character evidence
  • Similar fact evidence
  • Verdicts in another forum
  • Previous consistent statements
  • Purpose and use of witness statements
  • Purpose and use of Affidavits
  • EXERCISE – Development of a pay structure
Module 6 – Investigation (continued)
  • Gathering Information
  • Eye Witnesses
  • The accused employee
  • Accomplices
  • Documentary evidence
  • Security Guards
  • Site Inspection
  • Customers
  • Suppliers
  • Preparing Witness Statements
  • Photographic and video evidence
Module 9 – Formulating Charges
  • Evaluating Evidence
  • Elements of a charge
  • Dishonesty as a charge
  • Defining acts of misconduct
  • Fraud & forgery
  • Theft
  • Unauthorised possession of company property
  • Unauthorised use of company vehicle
  • Absenteeism and sick leave offences
  • Insubordination
  • Timekeeping offences
  • Sexual harassment
Module 11 – Preparing for the hearing
  • Compiling the evidence bundle
  • Preparing your witnesses
  • Appointing a chairperson
  • Arrangements and notifications
Module 12 – The hearing commences
  • Preliminary issues
  • The explanation of proceedings, roles and terminology
  • The Opening Statement
Module 13 – Presenting evidence
  • Evidence-in-chief
  • Cross examination
  • Re-examination
  • The onus of proof
  • The shifting onus
  • The balance of probabilities
  • Proof beyond reasonable doubt
Module 14. The penalty
  • Evidence in mitigation
  • Evidence in aggravation
  • Lawful vs. unlawful penalties
Aimed At:
  • Line managers, Employment relations managers, HR Managers, union representatives, individuals who act as initiators/ prosecutors/ employee representatives in disciplinary hearings.
Duration:

2 Days