Day 1

Session 1 - Employment Law Awareness for Line Managers

• Managing absence
  
  The Disability Discrimination Act from 5 December 2005 removed the requirement that a mental illness be clinically well-recognised before it can amount to a disability, allowing stress to be defined as a disability for the first time. It also amended the definition of 'disability', so that a person with HIV, cancer or MS is deemed to be disabled from the point of diagnosis.
  
  
• Equality Awareness Training
  The new Code of Practice on Racial Equality in Employment came into force on 6 April 2006 replacing the previous 1984 version. It recommends that employers have a policy on equal opportunities, draw up an equal opportunities action plan and train employees and managers in their responsibilities and obligations. Evidence of this will help show you take discrimination issues and harassment very seriously and help to defeat such claims at Employment Tribunal. Managers need to know they can be personally liable in discrimination claims .
  
  
• Recruitment and Selection
  The implementation from the 1^st October 2006 of Employment Equality (Age) Regulations 2006 will mean that discrimination law will apply to all your employees and all applicants for employment for the first time. These regulations represent the most significant piece of employment legislation in a generation.

Session 2 - Handling Discipline and Grievance

Building on the legislation section covered during the morning the afternoon focuses on conducting formal disciplinary meetings and understanding a grievance process. Objectives for the session are:

1. To understand the purpose of a disciplinary and grievance policy and what it covers.
2. To understand the structure of a formal disciplinary meeting
3. To demonstrate the skills required to conduct a formal disciplinary meeting.

In order to achieve these objectives the session covers the following topics:

Disciplinary and Grievance Policy:

A session that explores what such policies contain and the responsibilities that managers have in order to help them understand the importance of following policy and procedure. Participants will be encouraged to bring along a copy of their company policy so that it can be compared to good practice.

Structure of a formal Disciplinary hearing:

A session in which participants are encouraged to identify what structure the formal disciplianryu meeting should have and the skills required to conduct one effectively. This session will also focus on how to deal with difficult or challenging behaviour that may be exhibited during the meeting.

Skills Practice

A sequence of role-plays will be run in order for some participants to apply their knowledge of the structure and opportunity to demonstrate their skills in conducting a formal meeting. Each role play will contain issues of procedure and decision making.

Day 2

Session 1

Contribute to your employer’s business results and have the growing confidence that you are performing to professional standards.The content and the order of the modules, provides the most essential help when it is most relevant in the overall development of individual team leaders.

Session 2

Effective Communication barriers in the communication process; organisational, team, & individual. Overcoming personal barriers by; preparation, delivery, feedback.

Day 3

Session 1

Planning & organising the team’s work balancing demand against capacity planning for efficiency or delivery allocating work & issuing instruction dealing with contingencies.

Session 2

Managing Performance formal & informal assessment discipline without administering it providing feedback; the 3 E’s simple approaches to handling conflict.