Sanctioning employees
Promesse de la formation
- Master the disciplinary procedure
- Chose the proper sanction and adapt it to the sanction
- Secure the procedure by anticipating the risks of claim
Notre engagement :
Well mastered, the disciplinary power of the employer becomes an effective tool to manage employees.
Programme
- The employee’s misconduct: prerequisite for a disciplinary action
- Definition
- Private life and misconduct
- The context of the misconduct
- Impact of the internal rules and regulations regarding the choice of the sanction and the procedure to follow
- Impact of potential provisions of the industry wide collective bargaining agreement
- The control and monitoring power of the employer
- Scope of the monitoring (computers, phones, private belongings)
- Means of the monitoring and codes of conduct and ethic
- The choice of the sanction by the employer
- The various sanctions and the importance of the internal rules and regulations
- Forbidden sanctions
- Disciplinary procedure
- Prescription
- Steps to follow
- Specific cases
- Sanctioning a protected employee
- Sanctioning a misconduct which took place during a strike
- Possible reaction of the employee
- Within the company: implicate employees’ representatives
- Implicate labor inspection
- Claim in front of the employment tribunal
Le saviez-vous ?
The disciplinary suspension from work without pay should be use with caution. The employee may claim payment for the period of suspension which is not justified according to him. Should the employer refuse, the employee may claim constructive dismissal.
Informations
- Durée : 3 hours
- Coût : 1 500 € VAT excl. per session
- Public : Managers and in house lawyers of companies having entities in France.
