Summary
This programme provides participants with the skills and knowledge to carry out fair and complete investigations. It focuses on the practices and procedures to be followed during an investigation issue.
At the end of the programme participants will:
- Understand the main areas of employment law where investigations might be needed, including grievances, discipline and bullying and harassment
- Gain an appreciation of the significance of natural justice and how this relates to an investigation within an organisation
- Be advised on best practice in the area of investigations
- Understand key areas to consider when conducting investigations
- Have knowledge of how to advise others who have questions or queries on how to carry out an investigation
- Be able to write clear and concise investigation reports
- Ensure that the organisation is compliant with employment legislation when carrying out investigations and subsequent processes
- Have the skills to identify issues that may potentially lead to a case being taken to a third party
- Know the current best practice approach to dealing with issues in the area of conducting investigations
- Critically review existing policies and procedures in the light of the above
This programme is for:
All Managers wishing to improve their investigative skills and their understanding of the investigative process. This programme would also provide human resources personnel with a helpful insight into the investigative process and the current issues raised by third parties.
Approach
There are a number of activities and case studies as part of this programme to ensure that the key knowledge and skills are practised. Programme participants are encouraged to express their views and experiences. The programme facilitates participant discussion to ensure a thorough understanding of the key points and their application. Real life case studies and exercises will be used to ensure a real practical understanding of each topic.
Programme Schedule
Dealing with Disciplinary Issues
- Poor performance absence, general misconduct
- Conducting the disciplinary hearing
- Key skills of the disciplining manager
- Note taking
- Role Play
- Adjournment & considerations
- Announcement of the Decision
- Written follow-up
Dealing with Serious/Gross Misconduct
- What is serious/gross misconduct
- Disciplinary investigations
- Protective measures
- Writing the report
- Outcomes of the investigation
- Actions post investigation
- Appeals
- Case Study Outcome
Dealing with Grievances
- Causes and impact of grievances
- Procedural fairness
- The grievance meeting
- Resolving grievances
- Redress
- Exercise
Dealing with complaints of Bullying and Harassment
- Definitions and examples
- Issue resolution
- Informal resolution
- Use of mediation to resolve issues in this area
- Formal procedure – steps involved
- Making a formal complaint
Conducting a Formal Investigation
- Conducting the interviews
- Assessing credibility
- Outcomes
- The Report
- Actions post-investigation
- Monitoring and follow up
- Appeals
- Case study
Formal Investigation – Steps
- Establishing the terms of reference
- Appointment of investigators
- Establishing the facts – information gathering
- Conducting interviews
- Questioning techniques
- Exercise
- Dealing with challenging behaviours
- Evaluating the evidence
Programme Director
Patricia Sugrue
Patricia joined Ibec in 1990. She has been actively involved in training managers in managing people skills throughout her career. She currently runs a number of specialised Ibec public programmes including Diploma & Certificate courses in Industrial Relations, Discipline and Dismissals and Negotiations workshops. She is also actively involved in in-company training programmes.
Her areas of expertise are industrial relations, employment law, discipline and dismissals, managing absenteeism, poor performance and bullying & harassment, dispute and conflict resolution, preparation and presentation of cases to the Labour Court, the Conciliation and Adjudication Officers’ Services of the WRC.
