MANAGING DISCIPLINE AND MISCONDUCT-HANDLING ABSENTEEISM, PROBLEMATIC WORKERS, AND POOR PERFORMANCE

MANAGING DISCIPLINE AND MISCONDUCT- HANDLING ABSENTEEISM, PROBLEMATIC WORKERS, AND POOR PERFORMANCE

COURSE OBJECTIVE

At the end of this program participants should be able to achieve the following objectives:

  • Understand the different between minor and major misconduct.
  • Know how to act on misconduct happened in the workplace.
  • Understanding the responsibility of employers and employees according to the laws.
  • Know how to implement in practical approach the company’s discipline procedure.
  • Know the consequences of the misconduct according to the law and the organization.

 

COURSE CONTENT

  • INTRODUCTION
    • DISCIPLINE AND MISCONDUCT
      • The needs of discipline in the organization
      • Employee – employer / trade union relations
      • Solving problems together
      • Understanding system, policy, rules and discipline
    • PURPOSE
      • Forming positive attitude
      • Achieving high performance
      • Obeying the system, policy, rules and law
    • DISCIPLINE PROSEDURE
    • DISCIPLINARY ACTIONS GUIDELINE
    • NATURAL JUSTICE
    •  MISCONDUCT
      • – Definition
      • – Type of misconducts
      • – Industrial Court cases for Misconducts
    • FORGIVENESS OR “CONDONATION”
    • THE MEANING OF DOMESTIC INQUIRY
    • PRINCIPLES OF NATURAL JUSTICE
    • DOMESTIC INQUIRY PROCESS

 

  • FUNCTIONS AND RESPONSIBILITY OF SUPERVISOR AND MANAGEMENT HANDLING DISCIPLINE AND MISCONDUCT
    •  INTRODUCTION
    • COMPLAINTS
    • RIGHTS AND RESPONSIBILITIES
      • – Contract of Service
      • – Rights of an employer
      • – Employer responsibilities
      • – Rights of employee
      • – Employee responsibilities
    • CONFLICT OF PRIORITY BETWEEN EMPLOYERS AND EMPLOYEES
    • THE WAY OF HANDLING COMPLAINTS

 

  • FUNTIONS AND RESPONSIBILITIES
    • SUPERVISOR AS THE MIDDLEMAN
    • RULES OF SETTLING COMPLAINTS – MUTUAL AGREEMENT
    • WAYS OF SETTLING PERSONAL PROBLEM
    • RULES OF DISCIPLINARY ACTIONS
    • RELATIONS AND NEGOTIATION

 

  • HANDLING ABSENTEEISM AND PROBLEMATIC WORKERS
    • LEAVES
      • – Leave entitlement
      • – Granting leave
      • – Prove of leave approval
    • ABSENT WITHOUT LEAVE
    • ABSENTEEISM AND LATENESS
    • HANDLING ABSENTEEISM
      • STEP 1 – if the problem is serious
      • STEP 2 – if the problem continues
      • REACTION

 

  • HANDLING POOR PERFORMANCE
    • PREVENTING POOR PERFORMANCE
    • REMEDIAL ACTION TO ASSIST POOR PERFORMERS
    • PERFORMANCE MANAGEMENT SYSTEMS AND PERFORMANCE APPRAISAL
    • DISCIPLINARY ACTION AGAINST POOR PERFORMERS

 

  • ALTERNATIVE ACTION
    •     STEP 1 : Receiving complaint
    •     STEP 2 : Calls the worker for discussion
    •     STEP 3 : Explaination from employee
    •     STEP 4 : Discussion
      • What you do if he admit of his poor performance?
      • If he denied of the accusation.
      • Counseling guideline
    •     STEP 5 : Further Actions
    •     STEP 6 : What would you do if there is an improvement or no improvement at all.

 

  • PERFORMANCE IMPROVEMENT PLAN (PIP)
    •  THE PURPOSES AND WHEN TO APPLY IT.
    •  STEPS TO AN EFFECTIVE PIP
    •  THE END OF PIP.
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Date

Sep 11 - 12 2024

Time

9:00 am - 5:00 pm

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