Domestic Inquiry Course Outline

Introduction

All employees are expected to meet performance standards and behave appropriately in the workplace. Disciplinary or corrective action is a process of communicating with the employee to improve unacceptable behavior or performance. You may take disciplinary action when other methods such as coaching and performance appraisal have not been successful.

In cases of serious misconduct, you may choose to proceed straight to disciplinary action. However, before taking disciplinary action, we need to consider the “Seven Tests of Just Cause” that will help us to determine whether discipline is the best approach to problem-solving in a particular situation.

When deciding what disciplinary action to take, keep in mind that discipline is supposed to be constructive. Your goal is to guide the employee to correct performance or behavior, not to punish the employee. As a general rule, your action should be just enough to get the employee's attention. However, you may have to take progressively more serious actions if there is no improvement or if repeat occurrences follow.

This module has been put together to discuss the topic and issues related to managing the disciplinary procedures in the organisation and how best to tackle them in the context of the Human Resource Management.

Course Objectives

By attending this course, it can be expected that the participats will acquire the following:

• Explain what is meant by disciplinary action and why and when can these actions be take
• Elaborate the types of misconduct and gross misconduct which may lead to disciplinary action being taken
• Explain the eight guiding principles for managing discipline
• Discuss the seven “tests of just cause”
• Describe what actions are appropriate for each disciplinary case
• Explain what the informal and formal procedures and alternative actions that may be taken in disciplinary cases
• State the levels of authority to take disciplinary action
• Discuss the rights of appeal of the employee against the disciplinary actions

Course Methodology

This module employs a practical workshop-style "experiential learning" approach which includes interactive lectures,  team mini-projects, individual and small group work and presentation, experience sharing, story analysis, games/group activities and case studies. Case studies related to the organisation’s actual business will be used as much as possible.

Don't Miss Out!

Register Now To Attend Our DOMESTIC INQUIRY Course.

Download The Registration Form Below

Click DOWNLOAD

Fill In The CONTACT FORM

or CALL En Shah At 011-25085983

Course Content

Module 1
Introduction

• What is disciplinary action?
• Why and when can an employer take disciplinary actions?
• Consequence of an employee's misconduct?
• Failure to perform satisfactorily?
• The types of conduct which may lead to disciplinary action being taken
• Examples of misconduct
• Examples of gross misconduct

Module 2
Eight Guiding Principles in Managing Discipline

• Build trust and maintain a professional manner
• Make a careful diagnosis of the problem
• Provide specific examples
• Allow the employee ample opportunity to explain
• Make sure discipline is the appropriate tool
• Make sure the punishment fits the crime
• Help the employee improve performance
• Communicate clearly

Module 3
Seven Tests of Just Cause

• Reasonable Rule or Work Order
• Adequate notice
• Sufficient Investigation
• Fair Investigation
• Proof
• Equal Treatment
• Appropriate Discipline

Module 4
How Do We Decide What’s Appropriate?

• Is the discipline you propose to take reasonably related to the seriousness of the problem?
• Is it reasonably related to the employee's record (length of service and overall performance)?
• Do you have the authorization to take this action, or should you have it reviewed by the next level of management?
• A minor infraction does not merit harsh discipline unless it is a repeat occurrence by the employee.
• Given the same violation for two or more employees, their respective records of service provide the only basis for administering different disciplinary actions without being subject to a charge of discrimination

Module 5
Disciplinary Procedures And Alternatives

• Informal Procedure
• What Supervisors and Managers should first do
• Cases of failure to meet standards
• Cases of minor misconduct
• Formal Procedure
• Investigation
• Investigatory interviews
• Disciplinary hearing - Domestic Inquiry
• Oral warning
• Formal Levels of Disciplinary Sanctions
• Level 1 : First formal written warning
• Review of the case
• Final interview
• Level 2 : Final formal written warning
• Suspension without pay
• Reduction of pay within a class
• Demotion to a lower classification
• Level 3 : Dismissal
• Pre-termination hearing

Module 6
The Domestic Inquiry Procedure

• The Complaint
• Investigation (Criminal & Civil Cases)
• Unjustified Complaint
• Careful Investigation
• Steps and formalities
• Letter of Allegation
• Service of the Letter of Allegation
• Letter of explanation from the workman
• Minor Misconduct and punishment
• Suspension Pending Inquiry
• Notice of Inquiry
• The Panel of Inquiry
• Presentation of the Management Case
• Preparation for the presentation of the Case

Module 7
Levels Of Authority To Take Disciplinary Action

• Levels of disciplinary action
• Head of Department IS line manager
• Head of Department IS NOT line manager

Module 8
Rights of Appeal By the Employees

• Appeals against warnings, sanctions or action less than dismissal
• Appeal against dismissal

Course Duration

• 2 Days

Don't Miss Out!

Register Now To Attend Our DOMESTIC INQUIRY Course.

Download The Registration Form Below

Click DOWNLOAD

Fill In The CONTACT FORM

or CALL En Shah At 011-25085983