3 in 1 ONLINE course

Our Sexual Harassment, Progressive Dicipline & Poor Work Performance Training program is designed to empower your organisation with the knowledge and tools necessary.

Empower Your workplace with Sexual Harassment, Progressive Discipline & Poor Work Performance Training!

Date: 10 April 2024 | Time: 09:00 (3- 3.5 Hours) | Price: R2150 per person / Members-R1800

In today’s world, fostering a safe and respectful workplace environment is paramount. Our Training program is here to guide your organisation through the complex dynamics of this critical issue. Here’s a glimpse of what you’ll learn:

  • Sexual harassment
    Understanding sexual harassment is crucial as it’s considered a form of unfair discrimination, carrying significant legal and emotional consequences. To recognise when sexual attention crosses the line into harassment, one must distinguish between acceptable behavior and harassment, considering various factors involved. Sexual harassment can manifest in different forms, including verbal abuse and physical advances, necessitating identification and appropriate response. Valuable insights can be drawn from case law and real-life examples to apply best practices. It’s also important to clarify whether harassment must occur on the employer’s premises or during working hours for disciplinary action and to address shifts in boundaries that can transform previously welcomed conduct into harassment.
  • Progressive discipline hearings
    Disciplinary action in the workplace is multifaceted, involving distinctions between informal and formal approaches. Progressive discipline is a valuable method that encourages corrective behavior and employee growth. Effective counseling techniques are essential to address issues sensitively. Different types of warnings may be issued during the disciplinary process, with a need to master the procedure in alignment with organizational policies and legal requirements. Conducting disciplinary hearings requires an understanding of procedural and substantive fairness. Determining appropriate sanctions in response to misconduct involves considering various factors. Rules surrounding employee suspension, parties involved in hearings, evidence management, appeals, and meticulous record-keeping all play pivotal roles in ensuring a just and transparent disciplinary process.
  • Poor work performance

    Effective management of poor performance in the workplace involves understanding the various causes behind it and addressing the root issues. For employees on probation, it’s essential to guide them in meeting required standards or making informed decisions about their future within the organisation. Managing poor performance among permanent employees necessitates a balanced approach that combines accountability and support. Exploring sanctions short of dismissal provides alternative measures to foster improvement and growth. When dismissal becomes necessary, understanding the lawful steps involved protects the organisation’s interests. Familiarity with crucial rules and legal requirements throughout the process is crucial, as is designing a fair and compliant performance improvement process. Conducting a poor performance hearing, from issuing notices to following proper procedural steps, ensures a just outcome.