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This one-day course will simplify the principles of TUPE, and will enable you to decide on the best strategy and practice to ensure a successful outcome of the TUPE process for your business.

Course content

  • What TUPE means and when it applies
  • Automatic transfer principle – who transfers and on what terms – including tricky areas such as discretionary benefits and pensions
  • How to deal with disputes over whether TUPE applies and who transfers
  • Due diligence – what to ask for and provide at each stage of the process
  • Obligation to provide “employee liability information”
  • Duty to inform and consult – understanding the legal obligations and how to employ best practice
  • Key steps to take before and after a transfer
  • What changes or restructuring can be implemented following a transfer
  • Protection against dismissal
  • Maintaining good employment relations
  • Important legal cases and how they shape the TUPE landscape
  • What happens if TUPE does not apply

This half-day course will provide a comprehensive awareness of how to identify the most suitable options for your business when facing a downturn in activity or a need to restructure. We will demonstrate how to communicate and carry out a redundancy programme in the fairest, most effective and legally compliant way from start to finish.

Course content

  • Statutory definition of redundancy
  • Company announcements
  • Investigating possible alternatives to redundancy
  • Seeking volunteers – when to accept or refuse a volunteer
  • Collective consultation and all that this involves, including how to elect and inform representatives
  • Identifying the correct selection pools or individual jobs
  • Identifying fair and non-discriminatory selection criteria
  • Applying selection criteria in a fair and non-discriminatory way
  • Preparing for and carrying out “at risk” interviews
  • Confirming selection for redundancy and holding appeals
  • Offering suitable alternative employment and trial periods
  • Notice periods, redundancy payments and offering other support to employees
  • Managing change following a redundancy

The course will cover legal and practical aspects of managing discipline and demonstrate the importance of fairness and consistency in the application of the organisational rules and procedures.

Course content

  • Dealing with conduct issues informally
  • When it is appropriate to move from informal action to the formal process?
  • Conducting effective workplace investigations
  • When might it be appropriate to suspend an employee?
  • Managing formal discipline including:
    Drafting letters and framing allegations of misconduct
    Knowing what information and evidence should be shared in advance of the disciplinary meeting
    Understanding the law on the right to be accompanied and the rights of the accompanying person
    Holding effective disciplinary meetings and making fair and reasonable decisions
    What should be included in a warning or letter of dismissal?
    Managing the appeal process
  • The law on unfair dismissal and the LRA Code of Practice on Disciplinary (and Grievance) Procedures
  • Note taking and retention of records

Managers will be trained on how to recognise underperformance (conduct or capability) and respond with early interventions. The training will give guidance on how to manage serious and on-going performance issues requiring formal corrective action, up to and including dismissal. The training will cover the legal and best practice aspects of managing underperformance.

Course content

  • Identifying early signs of unsatisfactory performance and engaging early intervention measures
  • Managing performance during the probationary period
  • Preparing for and conducting performance review meetings; what should they entail and what outcomes should be considered?
  • Handling challenging performance conversations
  • Practical guidance on managing on-going performance issues through a formal process
  • Implementing a Performance Improvement Plan: what should it cover and how should it be managed going forward?
  • When is it fair to dismiss for unsatisfactory performance? A review of the law of unfair dismissal

This one-day course is particularly relevant for Human Resource personnel and all levels of management. It will explain the complex equality legislation in detail including liability for discrimination. The training will consider positive steps that organisations and managers can take to prevent discrimination occurring. The training with give attendees a clear understanding of bullying and harassment and how to handle informal and formal complaints relating to both.

Course content

  • A review of all the equality legislation relevant to Northern Ireland, types of discrimination and areas where discrimination can occur
  • Bullying and harassment: understanding its various forms and their similarities and differences
  • The impact of bullying and harassment on organisations and individuals
  • Liability for discrimination and the statutory defence to discrimination
  • Dealing effectively with complaints of discrimination, bullying and harassment in line with the LRA Code of Practice
  • Defending claims of discrimination and Employment Tribunal process and awards
  • Engaging positive strategies to prevent discriminatory practices and behaviour in the workplace

Managing Underperforming Employees

  • Identifying early signs of unsatisfactory performance and engaging early intervention measures
  • Handling challenging / sensitive performance conversations. What should be covered and what should be avoided?
  • Practical guidance on managing on-going performance issues through a formal process including termination of employment.

Managing Absence

  • Tackling frequent short term absence and practical strategies for eradicating unnecessary absence
  • Conducting effective return to work interviews
  • Case managing long-term absence
  • Understanding the Disability Discrimination Act and the duty to make reasonable adjustments

Effectively Managing Bullying and Harassment in the Workplace

  • Defining the behaviours and looking at steps to eradicate bullying and harassment in the workplace
  • Handling employee complaints using both an informal and formal procedure
  • Holding effective grievance hearings and investigations

Who should attend?
This half day Workshop will be of benefit to all HR professionals and managers who regularly chair disciplinary and appeal hearings, grievances to include complaints of bullying and harassment. It will also benefit those who have responsibility for overseeing the Organisation’s Tribunal cases.

Course content

In addition to observing legal representatives cross-examine witnesses, the Mock Tribunal will provide practical advice on;

  • How to avoid employment Claims;
  • What steps should be taken as soon as a Claim is received;
  • Preparing for the case for Hearing;
  • Understanding the legal requirements of Discovery and collating documents;
  • Preparing a Witness Statement, what should it cover and how it should be presented;
  • How to prepare for cross-examination;
  • Key tips for effective presentation as a witness.

Documents and witness statements will be provided to participants in order to allow the proceedings to be followed closely.

The proceedings will be frozen at various points to allow step-by-step explanation of the process and to give the opportunity to ask questions.

Workshop participants will observe the proceedings and will be able to put forward their views on the evidence and the outcome.

The course will provide a clear understanding of the processes by which a union can become recognised by an employer, and will examine the wide-ranging rights of union members and their representatives in the workplace, whether or not a union is officially recognised. It will consider how to develop and maintain mutually constructive and respectful working relationships with union members and their representatives.

Course content

  • An overview of the background to current industrial relations
  • The difference between voluntary and statutory recognition
  • The status of collective bargaining and collective agreements
  • The roles and rights of trade union officials and members
  • The number of union representatives and their constituencies
  • The difference between consultation and negotiation
  • Dealing with ballots and industrial action
  • Promoting good employee relations and ‘win-win’ solutions

This half day course provides attendees with practical guidance on how to make the selection process more effective and how to avoid the pitfalls of bias and discrimination.

Course content

  • An overview of equality legislation and recommended best practice affecting recruitment
  • Drafting accurate job descriptions and appropriately matching the personnel criteria to the job description
  • Shortlisting candidates against the agreed criteria
  • Properly weighting the interview process
  • Preparing interview questions using effective questioning techniques
  • Guidance on assessing and scoring candidates performance
  • Post interview considerations including: medical screening, criminal record checks, obtaining references and social media vetting

Course content

  • Promoting a good attendance culture in your organisation
  • Tackling frequent short term absence and practical strategies for eradicating unnecessary absence
  • Conducting effective return to work interviews
  • Case managing long-term absence
  • Engaging occupational health and obtaining focused medical reports
  • Implementing rehabilitation measures and what to do if they fail
  • Understanding the Disability Discrimination Act and the duty to make reasonable adjustments
  • Terminating employment on grounds of capability and the legal considerations involved
  • Case studies on managing difficult and sensitive issues relating to both physical and mental health conditions