Date: | April 8, 2020 - 10:00am - 1:00pm |
Timezone: | (GMT-05:00) Eastern Time (US & Canada) |
Location: | 39658 Mission Boulevard, Fremont, CA 94539, USA., 39658 Mission Boulevard, Fremont, CA 94539, USA., Fremont, CA, 94539, United States, 39658 Mission Boulevard, Fremont, CA 94539, USA., 39658 Mission Boulevard, Fremont, CA 94539, USA. |
Website for Event: | https://www.traininng.com/webinar/-201304live |
Topic: | Coach Training and Certification |
Description: | Overview One Key area of impact is the Just Cause Standard and how the failure to properly Document will result in the costly loss of Grievances and Arbitration cases. How Documentation impacts an Employees's Right of Due Process in the day to day operation of your business. Failure to properly Document impacts the Disciplinary process clearly in the area of consistent treatment of employees. (Example: Documentation is impacted by your Supervisors and Managers Past Practice in the Workplace.(Example: Smoking used to be a Verbal Discussion to File, yesterday we Suspended two employees for Smoking in non designated areas!) This Workshop will address those main areas and much more to ensure that all members of the management team understand the proper methods, the reasoning for Documentation and the results that can be achieved in the Workplace as well as the costly errors that can be avoided. Why you should Attend A discussion will held covering the Impact of Documentation on Just Cause Standard and how to ensure proper treatment. We will discuss the formats of Documentation, to include the usage of key language to support the Documentation, what form does Documentation take? Where is it filed? What can the Union have access to during their Grievance investigation or their Attorney in a Discovery process? We will discuss the Disciplinary process which may consist of Verbal discussion(s), written letters and Suspension(s) and Final warnings leading to termination. The appropriate language need be utilized to effectively create any "verbal discussion" or discipline. Solely mentioning that an employee is "going down the wrong road" doesn't meet the intent of a documented verbal discussion. Verbal discussions need notify the Employee of his/her violation, what will happen in the immediate future should they fail to maintain satisfactory performance. A verbal discussion absent these above factors is not a Verbal discussion. We will outline the proper content of Documentation, mention of only relevant facts all too often Supervisors and managers want to indicate the color of an employee's shirt, pants or sunglasses! NOT RELEVANT! Or they want to indicate their Two key areas of discussion will be what does Documentation from a grievance look like? The Union is NOT entitled to any documentation before, during or after an Investigatory Interview, only leading up to or at the Grievance meeting. Areas Covered in the Session History Of Documentation Event link : https://www.traininng.com/webinar/-201304live?selfgrowth-SEO |
Contact Name: | Traininng.com |
Contact Email: | traininngdotcom@gmail.com |
Contact Phone: | 5109628903 |