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EVENT DATE
Jul 2013
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Designing and Administering Fair and Effective Discipline and Discharge Policies

Overview

Overview : This program will provide tools and guidelines for developing an effective discipline and discharge policy considering issues like progressive discipline, performance improvement plans, grievance procedures, dealing with substance abuse, and similar matters. We will discuss the role and responsibility of supervisors and managers in documenting employee infractions and the design as well as the administration of discipline and discharge policies. 

Why should you attend: Employers are too often intimidated by wayward employees for fear of claims of discrimination or other litigation. Too often bad employees are retained rather than facing the challenges of disciplining or discharging them. On the other hand, sometimes employees are disciplined and even discharged unjustly because of the idiosyncrasies of a supervisor or other factors.

Development of a rational, reasonable, easily implemented discipline and discharge policy, and fair and equitable administration of the policy is good business. Most employee respect fairness in the workplace and fair administration is good for morale. Adopting and fairly and consistently administering a policy helps to reduce the risk of specious claims of discrimination or wrongful discharge based on some other theory.
This webinar is designed to help you both develop your policy and fairly administer it. The program will provide practical approaches to discipline and discharge issues.

Areas Covered in the Session:

  • Designing a discipline and discharge policy, including progressive discipline
  • Whether to include a grievance procedure
  • Dealing with drug testing and substance abuse
  • Rehabilitating wayward employees
  • Responsibilities of immediate supervisors
  • Documenting employee behavior
  • Considerations when considering serious discipline or discharge of an employee


Who Will Benefit:

  • HR Directors
  • Human Resource Managers
  • Employee Relations Managers
  • Operations Managers
  • Vice Presidents of HR
  • HR Generalist
  • Persons administering COBRA benefits
  • Personnel involved in labor and employment matters
  • Office Managers

Notes:
Sponsorship Details:

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