Conducting a disciplinary process and how to have a protected conversation
Failure to conduct a fair disciplinary process will inevitably result in an employer facing an unfair dismissal claim at the Employment Tribunal. What steps should be taken when grounds arise to discipline a staff member and when might it be appropriate to explore an amicable conclusion through a “protected conversation”?
Having a protected conversation is covered in the Employment Rights Act and allows employers an opportunity to discuss, off-the record, exit packages with an employee in a full and frank conversation without fear of comments being reported to a tribunal. There may be occasions where this is a preferred alternative to going through a formal disciplinary process, however there are important risks in conducting such conversations and they will not be appropriate in all circumstances. It is therefore important for employers to understand when and how such conversations should be used and this workshop will give attendees greater insight of when and how such conversations may be considered.
This interactive session will draw on scenarios that highlight the key aspects of conducting a fair disciplinary process and will also give attendees the opportunity of putting a “protected conversation” in to practice.
Aimed at HR professionals and managers that deal with disciplinary matters in the workplace, attendees should leave with the ability of identifying the situations where a protected conversation may be an appropriate option, together with a reminder of important hints and tips as to best practice for carrying out a disciplinary process.
Places are limited, so please book early to secure your place.