How to Handle Disciplinary, Dismissal and Performance Management Situations

New course - Changing Terms and Conditions of Employment - go.danielbarnett.com/courses/c...
Aimed at managers and junior HR Professionals, learn how (not to) conduct disciplinary and performance management processes. This is one of Daniel Barnett's keynote seminars, record live when being delivered to a FTSE-250 company in 2017. See timings below.
CASE STUDY 1 involves Ian and Marcus, a salesman and IT technician at a large package holiday operator. They get into a fight in a pub, and there is an argument about whether one provoked the other. The ensuing disciplinary hearing goes wrong at every step, being conducted by a line manager who doesn't know what he's doing. Daniel explains all the errors, and shows the delegates how to run a perfect disciplinary investigation and decision making process, and also graphically sets out the difficulties line managers can experience in tribunal hearings.
CASE STUDY 2 involves Jane, a stuck-in-her-ways receptionist who has run reception and the conference room at a local high street firm of accountants since they opened their doors 25 years earlier. The younger partners want to performance manage her out, but the older partners don't want to be disloyal to her. Daniel takes the delegates through each step needed for a perfect performance management process, including informal discussions, warnings, setting targets and keeping the right records. Matters get more complicated when the receptionist lodges a grievance halfway through the process. This time, the manager does everything correctly, showing the 'right' way to handle performance management.
0:00 Intro
5:03 Case Study 1: Disciplinary and Dismissal
10:22 The Basics of a Fair Dismissal
17:04 What should you put in a disciplinary letter?
26:41 11 tips for running a disciplinary hearing
37:54 The right to be accompanied
46:01 6 things to think about before dismissing
53:43 Offering an appeal
1:07:35 Case Study 2: Performance Management
1:11:26 Dealing with it informally
1:19:33 Dealing with employees who put in a grievance
1:25:24 The performance management meeting
1:30:27 How do you establish a fair performance dismissal?
More information: emplawservices.co.uk/wp-conten...
BRING ME IN-HOUSE TO PRESENT THIS SEMINAR TO YOUR MANAGERS:
At this unique 2 hour event, I will take a group of your line managers through real-life case studies, teaching them how to handle awkward disciplinary, performance and attitude problems.
This course is designed for line managers who might need to conduct disciplinary or performance management meetings. They'll learn the best way to handle conversations to ensure a positive outcome, reducing their reliance on the HR department.
Email us on [e-mail] for more information.
WHO AM I:
I'm Daniel Barnett, an employment law and HR barrister. I advise and represent clients in employment tribunal litigation. I have my main website (www.danielbarnett.co.uk) and work out of a set of Chambers in London (www.outertemple.com). I have a weekly podcast (employmentlawmatters.buzzsprou...) and am often asked to speak on the national and international legal and HR lecture circuits. I’ve written about fifteen legal textbooks (the main one is www.employmentlawhandbook.co.uk) and run a membership club for smart, ambitious HR Professionals (www.hrinnercircle.co.uk). I present the legal hour on LBC Radio, the UK’s leading commercial talk radio station (www.lbc.co.uk).
CONTACT ME:
If you’d like to talk, I’d love to hear from you.
Twitter: / daniel_barnett
Mailing list: www.danielbarnett.co.uk/site/...
Podcast: employmentlawmatters.buzzsprou...
Subscribe to this channel - click ‘SUBSCRIBE’ above
Tweeting @daniel_barnett directly is the quickest way to get a response. Sadly there aren’t enough hours in the day to respond to everyone 😭, but I promise I read all messages.
IMPORTANT INFORMATION:
The information in this video is for general guidance only and, although I believe it was correct at the time it was recorded (2017) the law may have changed since then. You should always seek your own independent legal advice.
PS: Some of the links in this description are to my own products or are affiliate links that I get a commission from.