How to Manage Workplace Issues

Whether you are in a unionized environment or not, it does not matter. Issues of insubordination, absenteeism, poor attitude, and harassment are only some of the many workplace issues that face every supervisor and manager at one point or another in their careers. The reality is that most managers of people have had very little formal training on how to legally and effectively handle these situations, leaving them feeling helpless. These situations are further complicated by ‘game players.’ Without active management, poor sub-cultures form followed by poisoned work environments.

Most of us during our career have worked in organizations that have had issues that destroyed morale, impeded performance and stifled creativity. We saw good employees leave while poor ones stayed, festering even more and perpetuating the toxic environment. We often wonder why these situations even begin, are allowed to continue, and simply why the organization doesn't do something about it.

The answer is simple—organizations aren't equipped to deal with these types of issues, managers aren't trained and therefore without any guidance, they ignore these situations as well as these poor employees. Workplace rules are nothing but mere guidelines only to be followed if they feel like it. A 7 am start is not a 7 am start....it's 7ish, dismissing your supervisor’s instruction is tolerated and doing the least amount of work for the most amount of money is applauded.

It's only when you know your employer’s rights, responsibilities, and obligations can you help right the ship and start to reduce the conflict that occurs in the workplace. Your good employees are waiting for you to act, and if you don’t they will jump ship. Managers need to be able to handle these types of issues and feel confident that they are doing the right things. The first step to gaining control is committing to getting the information you need to help you manage. This is what this program is all about...helping you when you need it the most.

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What an employee does on their own time has no impact on the employer.
Can an employer terminate an employee with tattoos?
As long as an employer has a workplace harassment policy they will not be liable for complaints.
You can not terminate an employee for having a poor safety record.
You can not change an employers past practice unless the employees agree.
You should always terminate an employee who stole from the employer immediately.
If a supervisor witnesses an offense they do not have to conduct an investigation prior to issuing discipline.
Subcultures form when the supervisors are not able to maintain influence over their employees.
You should always apply the three strike rule before termination.
Policies and procedures are only guidelines in the workplace.

Three Day Program Content

Your Rights and Responsibilities

Understanding employer's rights and responsibilities
Setting workplace rules – your first steps
Maintaining order in the workplace – the need for supervision
Why do you need policies and procedures?
Past practice issues – what are they and how to avoid them?

Handling the Tough Issues

Dealing with insubordination and insolent employees
Managing poor work performance – what you can do?
Poisoned work environment and poor culture
Dealing with theft and conspiracy
Personality conflicts in the workplace – setting the standard

The New Workplace Problems

Dress code and personal appearance
Harassment and bullying – when policies aren't enough
Doing the facebook slam on your employees
Emails and electronic messaging – the do's and don'ts
Public criticism of the employer – this too can happen to you
What constitutes bonafide workplace requirements

The New Workplace Issues

Understanding the 'Duty of Fidelity'
Breaches of trust – what are they and why does it matter
Managing excessive sick time - can this be done?
Sick Leave / Medical Notes – what you need to know
3rd party medical assessments – are they legal?

Progressive Discipline Tools

Understanding the principles of progressive discipline
Conducting investigations – your "how to" guide
Record of the discussion – the employer's best friend
Conducting disciplinary meetings – handling the tough discussion
Progressive discipline steps – what to do when the chips are down

Understanding the Law

Civil test – the balance of probabilities
Who has the onus of proof
What constitutes proof
Arbitrary and discriminatory practises
Witness credibility – the critical piece
What assistance is required

Past Practice Issues

What constitutes past practice
How do you alter past practice
Providing notice – how much is enough
Do you need employee acknowledgement to the change of practice
Does the Union have to agree to the change of practice

Case Studies and an Examination of Real Life Examples

Learning about your legal rights and obligations is the first step in managing a workplace. Combining this with best human resource practices will give you a solid foundation. Finally, by examining real life cases, you will learn first hand how decisions if challenged, are adjudicated by the respective governing bodies. If the adjudicator agrees on how the situation was handled, shouldn't you learn and follow the same process? And if the adjudicator overturned the decision, wouldn't you want to know why, and not make the same mistake?

Cases to be examined include these following topics:

Insubordination
Poor work performance
Theft and conspiracy
Antitethical conduct
Personality conflicts
Breaches of trust
Harassment and bullying
Excessive sick time
Sick leave / Medical notes
Facebook Slam
Emails and electronic messaging

Learning Objectives

Understand how arbitrators apply the "balance of probability" test
Learn what constitutes past practice and how to bring past practices to an end
What is the authority that is vested in a supervisor
How do you prove insubordination
Can you discipline an employee for poisoning the work environment
"Order of the workplace" – what does it mean
What do you need to prove poor performance
How to set performance standards
How do you conduct an investigation
What constitutes a Breach of Trust

General Information

Why should you attend?

Small interactive hands-on programs
Role-playing and simulation of real workplace situations
Group activities, open discussions and case studies
Experienced program presenters who are leaders in their field
Practical content and information that you can use in your everyday work environment
You will not be pressured to purchase books or videos as all program materials are provided at no additional cost
Program satisfaction guaranteed!

Who Should Attend?

Managers and supervisors
Human resources and Labour Relations Specialists
Directors and Board Members
Administrators
Future Managers, Supervisors and those in leadership positions

General Program Information

Lunch and light refreshments are included daily
Program materials will be provided
Certificates will be presented upon completion of the program
Program is in session from 9am to 4 pm

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Canadian ProfessionalManagement Services Phone: 1-888-452-6422 | Website: www.cpmsnational.com

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Three Day Program Content

Cases to be examined include these following topics:

Learning Objectives

General Information

Canadian Professional
Management Services

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