Disciplining employees can be a daunting prospect for managers, but doing so fairly and objectively is crucial for making sure that your employees meet the standards you require. 

Organisations can face a wide range of disciplinary issues, from relatively minor problems like poor timekeeping and excessive chatting to more serious problems such as bullying and harassment, theft, fraud or the misuse of company equipment. If left unaddressed, even minor issues can have a profound impact on productivity, morale and working relationships - so it’s essential to address them as quickly and effectively as possible.

Informal disciplinary conversations aren’t part of an organisation’s formal disciplinary procedure - but they can be a very effective way of tackling issues at an early stage before they become more serious, with a focus on helping the employee to improve rather than imposing sanctions. This course looks at:

• Common situations where informal resolution can be effective

• How to prepare for the conversation

• Exploring your concerns in a constructive way

• How to avoid common pitfalls

• Agreeing steps for improvement and monitoring progress

Some more serious disciplinary matters may require investigation, and this will require the appointment of an investigator whose role it is to gather evidence, interview witnesses to the alleged misconduct and determine whether or not there is a case to answer. If the investigator decides that this is the case, there will need to be a formal disciplinary meeting at which the employee is present and the investigator's report into the misconduct will be presented. As chair of a formal meeting, you’ll need to ensure that you follow the correct procedure and deal with the allegations fairly and consistently. This course looks at:

• When an investigation might be necessary
  
• How to gather evidence and collect witness statements
• What to include in an investigation report

• How to prepare for a formal disciplinary meeting

• Who should attend and what their roles are

• How to deal with the allegations 
• What to consider when deciding an appropriate sanction