The following steps give you a useful framework for dealing with challenging conversations. Although all conversations about performance, conduct or personal issues are potentially challenging, the steps below are geared [...]
Most of us instinctively know when it is the right moment to deal with a problem. Issues do crop up without warning, but more often than not there are warning [...]
If an employee informs the employer that they are unhappy with the decision after a grievance meeting, the employer should arrange an appeal. As far as reasonably practicable the appeal [...]
Wherever possible grievances are best resolved through an informal route, simply having a quiet word or an informal chat can be a productive approach to resolving work related issues. Where [...]
Listening This is the vital part of conducting an investigation meeting. Effective listening will help an investigator get a better understanding of the people they interview and their points of [...]
An investigation is a fact-finding exercise to collect all the relevant information on a matter. A properly conducted investigation can enable an employer to fully consider the matter and then [...]
There are two main areas where a disciplinary system may be used: ipdapability/performance and conduct. Capability/performance Capability issues may arise because an employee doesn't have adequate training, or is just [...]
Dismissal of an employee occurs when: the employer terminates the contract, either with or without giving notice a fixed term contract ends and is not renewed the employee leaves, with [...]
