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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.

HOW TO ENQUIRY FROM US?

1. Fill in the form below and submit to us.
2. Initiate a conversation via live chat on the bottom left of our website by stating: “Hi, my name is [your-name], I‘ve already submitted the form for this training.”
3. We‘ll promptly reach out to you regarding the training you‘re interested in.