STA Training: Avoiding the Personal Grievance

Avoiding the Personal Grievance

- A practical approach

(Updated for ERA 2000)

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Read the Employment Relations Act

See public course dates
Feb-Jun
or
Jul-Dec

Brookfield's
Motivational Factors for Adult Learning:

Participation in learning is Voluntary

Self-worth is recognised

Facilitation is Collaborative

Needs to be dynamic with much Activity

Should cause a spirit of Critical Reflection

The objective is self-directed and empowered people

"Give a man a fish and you feed him for a day. Teach him to fish and you feed him for life"

Need a mediator for internal mediation or an Advocate for external (ERS) mediation or for an Authority hearing?
Check out:
The People Effect

Recruiting & Selection
Employment Status
Agreement issues
Performance Review
Disciplinary Process
Termination
Personal Grievances

Learning Objective:
For new HR Managers (or as refresher/update), Line Managers & Supervisors to discuss & examine legislation & techniques relevant to the employment of staff, and ongoing maintenance of good industrial relations, with a particular focus on avoiding personal grievances or other legal action. Uses NZ recent case study material. Updated for ERA 2000.

Target Audience:
New HR Managers/Advisors (or refresher/update). Line Managers, Team Leaders & Supervisors.

Recruitment & Selection:
Advertising, EEO & discriminatory content. Application forms, conduct of interviews, prohibited questions. Advising 'unsuccessfuls' - standard form letters. Duress (ERA - freedom of association). Tabling CEA and IEA together, opportunity for legal advice. When does an Agreement exist? When is it being negotiated? Bargaining Agents. 'Short-term', fixed term, probationary, part time, casual workers - implications. When does the 'employed relationship' legally start? Concept of 'Good Faith'.

Training:
Induction training. ERA Implications (unjustifiable action described). OSH implications - is training given, and what is the quality of that training?, Personal liability. Training records for OSH as a legal requirement, or for ERA in the event of a PG.

Performance Feedback:
Philosophy & purpose. ERA & OSH implications. Formal/informal process. Managing performance problems, S.M.A.R.T system, record-keeping, access to representation. Constructive dismissal, 'engineered' resignations. Privacy Act (security of/access to records, requests for sighting/copies of records). Warnings process, informal & formal, 'fair & reasonable treatment', specific fault notification, opportunity to improve, time frames. Is a final warning a final warning? Precedent setting by previous inaction or unequal treatment. Custom & Practice.

Disciplinary & Termination:
Company Policy, Employee Handbook, Employment Agreement. Substance & Procedure. The document trail. 'Instant' Dismissal. Full & fair investigation. Serious misconduct. OSH implications of inaction in respect to suspected alcohol or drug misuse. Six grounds for Personal Grievances - Unjustified dismissal, Unjustifiable Action, Sexual Harassment, Racial Harassment, Discrimination, Duress. Team exercise/case-study.

Duration:
One full day: 9.00am (sharp) to 4.30pm (approx)

Format:
Workgroup interactive Optimum numbers: 15

If you need systems and process created and put in place, or help guiding you through a difficult disciplinary process or Personal Grievance, why not check out The People Effect

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