Managing Disciplinary and Industrial Relations

Course Objectives

Upon completion of this programme, the participants will be able to:

• • provide invaluable guide in leading to good industrial harmony;
  • enable PM as well as HR practitioners to be well versed with the key sections of the Act, to address or overcome daily situational issues in the most productive way directed towards the common interest of both parties;
  • anticipate the issues in relations of employment with creative mindset;
  • build strong relationship with employees to ensure adherence to relevant legislations;
  • create industrial harmony within organization; and
  • achieve outstanding governance, which in turn will steer the Organization into leadership for employment within the industry they compete.

Target Audience

HR Managers / HR Executives / People Managers

Methodology

A combination of various learning methodology including lecture, group discussion, case study, group presentation and project discussion.

Course Modules

EMPLOYER – EMPLOYEE RELATIONSHIP

–           Maintaining Industrial Harmony

–           Creation of Condusive Work Environment

–           Managing Diversity in Workforce

THE EMPLOYMENT ACT 1955

–           Contract of Service vs Contract for service

–           Categories of employees covered

–           Minimum Benefits in Employment Act (EA) 1955

EA AMENDMENT 2022

–           Key Amendments in 2022

–           Employers Responsibilities in the Amendment

–           Flexible Work Arrangement

TERMINATION OF CONTRACT

–           Termination of Contract of Service

–           Notice of Termination / Termination without notice

–           Employee Misconduct and termination of contract  

–           Contract deemed broken – Section 15 (1) & (2)

INDUSTRIAL RELATIONS ACT 

–           Core Content of Industrial Relations Act

–           Reinstatement Claim

–           Roles of Industrial Court

–           IR Act Amendment 2019

POOR PERFORMER VS MISCONDUCT 

–           What comprises Poor Performer

–           Managing Poor Performer

–           Roles of PM, HR and Employees

            DISCIPLINARY PROCESSES

–           Progressive Disciplinary Processes

–           Counselling and Warnings

–           Act of Condonation

            DOMESTIC INQUIRY PROCESS

–           The Domestic Inquiry Processes

–           Roles and Responsibilities in DI

–           Due Process Concept

            LABOUR COURT

–           Roles and Responsibilities

–           Coverage

–           Recourse in Minimum Benefits

            INDUSTRIAL COURT

–           Roles and Responsibilities

–           Coverage

–           Recourse in Disciplinary Action

            SEXUAL HARASSMENT

–           Policies and Procedures

–           Amendment in the Act

–           Roles and Responsibilities