In your daily dealing with your staff, you need to motivate and
guide them. However, at times, you also need to counsel and discipline
them. What do you do if someone is not prepared to listen and accept your
counseling and advice? How do you handle a staff who may just need to
learn the hard way - discipline? When taking disciplinary action, how
do you know you are being fair? If the company is unionized, how would
the Union react to your disciplinary action? What if they allege victimization?
What should you do if the employee is not happy and take up the issue
as a grievance with his/her union?
In some instances,
the best option is to take the most extreme form of action – dismissal.
If you need to resort to terminating their service, how do you know the
action is justified? In a nutshell, how do you discipline and punish recalcitrant
staff and still gain the respect and trust of your staff? Well, if you
want to know how to develop a positive working relationship with your
staff and handle disciplinary action with confidence, this is the Workshop
At the end of this seminar, you have be able to answer the following typical
1) What are
2) How are grievances handled at the workplace?
3) How do I develop an effectively grievance-handling procedure?
4) What can I do if I have an employee who is always creating trouble
at the workplace?
5) What must I do before I discipline a worker who is not performing?
6) Can a union raise issue with the Ministry of Manpower if a unionized
staff is disciplined for wrong-doing?
7) What procedure must I follow before issuing a staff with a warning
8) Can I terminate the service of a staff who is not up to performance
9) What is the difference between termination of service and dismissal?
10) What must I do before I dismiss a staff who has committed a non-work
11) Is there any recource for a staff who feels that he is wrongfully
Grievance and Grievance-Handling:
- Understanding grievances and why employees raised them
- Common grievances
- Negative response to grievance
- Consequences of mishandling grievances
- Handling grievance effectively
- Company’s grievance-handling procedure and what you need to do
and Disciplinary Action:
- What is discipline?
- Why need to discipline?
- How do you discipline a staff without fear or favour?
- Progressive Discipline
- Golden Rules in Discipline
- Hot-Stove Rules
- Common types of discipline
- Company’s Code of Conduct & Discipline
- What are the common kinds of disciplinary infractions?
- How do you know the disciplinary action is fair?
- How do you determine what level of progressive discipline is appropriate
for the offence?
- Contract and contractual rights
- Termination with notice
- Payment in lieu of notice
- Dismissal without notice
- Holding an Inquiry
- Right of staff to appeal for wrongly dismissal
- Consequences of wrongful dismissal
- Victimisation of union officials
- Handling dismissal effectively
- What must you do before resorting to dismissal?
- How can you ensure the dismissal is justified and fair?
Positive Working Relationship with your staff
- Dos and Don’ts
- Handling different types of staff
discussion, sharing and case-studies.
Comments from previous participants
"Very good. The cases that we discussed are similar to what we encountered
in today's workplace." - Verlyn Tan, Federal Express
workshop! Content coverage was very comprehensive and in-depth. Very good
trainer." - Ivy Tan, Deloitte & Touche
seminar & an eye opener to certain perspective." - Ong Hui Chin, ICA
"Excellent course." - Conan Wong, MOF
been a very interesting and enlightening workshop. A great lecturer! Thanks
Mr Chia!" - Yee Yoke Chun, S'pore Dental Council
" A very useful seminar with real-life examples shared." - Jan
Wong, NTUC Income
HR & Non HR directors, managers, officers, executives, supervisors,
foremen and assistants who deal with or will be handling grievances, discipline
and termination matters in Singapore.
Mr Chia Boon Cher has had over 16 years of experience in the
Ministry of Manpower before he joined the private sector in 1990. At the
Ministry, he held various appointments including Enforcement Officer (Labour
Inspectorate), Assistant Director (Conciliation) and the Registrar of
Trade Unions. His experiences encompassed enforcement of the various labour
laws including the Employment Act and conciliation of trade disputes.
He also has wide knowledge of human resource management and industrial
relations, having worked in Singapore National Employers’ Federation
(SNEF), SmithKline Beecham and ST Aerospace.
He obtained his MA, HRD from George Washington University and BSc (Econs)(Hons,
2nd Upper) from London University. For the past 14 years, he has been
sharing his experience and expertise in the field of labour laws and practices
through lectures, talks and workshops with various institutes and organisations.
Date: Thursday, 10 August 2006
Location: Hotel Phoenix, Singapore
Refreshment: Buffet lunch, Tea, coffee and snacks will be served
Closing Date: 1 August 2006
HRSINGAPORE Premium subscribers.
S$480 for HRSINGAPORE Community
S$545 for SMEs who register via SDF
EasyNet (Course Code: 00015).
S$580 for Non Subscribers.
Writing: 22-23 Jun, 7-8 Dec
Counselling Skills: 17 May, 30 Aug, 30 Nov
Service:15 June, 19 Oct
Grievances: 6 Apr, 10 Aug, 7 Dec
Counseling Skills: 12-13 Apr, 17-18 Aug
Metrics: 29 Mar
Greater China: 9 Jun, 13 Oct
India: 26 Apr, 5 Oct
Malaysia: 9-10 Mar, 6-7 Jul, 9-10 Nov
Philippines: 5 May, 6 Oct
Singapore: 22-23 Mar, 19-20 Jul, 22-23 Nov
Writing Skills: 26 Apr, 14 Jul, 17 Nov
Collective Agreements: 24 May
Management: 8-9 Mar, 12-13 Jul
Interview: 29 Mar, 19 May, 28 Jul, 15 Sept
Admin Workshop:16-17 Mar, 21-22 Sept
Needs Analysis: 24 May, 21 Jul
Compensation: 25 May, 14 Sept
participants were from:
Cycle & Carriage
Deloitte & Touche
Eng Lee Engineering
JP Morgan Chase
Nordic Flow Control
Asahi Kasei Plastics
S'pore Association for the Deaf
Bank of Communications
Tung Lok Millennium
Hitachi Global Storage
S'pore Assoc for Mental Health
S'pore Dental Council
S'pore Assoc for Deaf
Ten Cate Enbi
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