[On-Demand] 4-Hour Progressive Discipline Certificate Program

Continuing Education Credits:

• HRCI – 4 HR (General) Credits
• SHRM – 4 PDC’s

HR professionals, managers, and supervisors play a critical role in maintaining a fair, productive, and legally compliant workplace. Attending this Progressive Discipline Certificate Program equips them with essential knowledge and skills to handle disciplinary issues effectively. Understanding the legal framework and the HR’s role in progressive discipline helps ensure that all actions taken are within the boundaries of the law and are applied consistently. This foundational knowledge is crucial in protecting the organization from potential legal disputes and fostering a culture of fairness and accountability.

Developing and communicating a clear and consistent progressive discipline policy is another key reason for attending this training. Participants will learn how to create, implement, and ensure employees understand these policies, which is vital for maintaining order and clarity within the organization. Effective documentation, early identification of issues, and conducting thorough investigations are covered in detail, providing attendees with the tools to manage disciplinary processes efficiently and transparently.

Verbal and written warnings are critical components of the progressive discipline process, and this training provides in-depth insights into their appropriate use and communication techniques. Participants will learn to craft and deliver these warnings effectively, ensuring they are constructive and legally sound. The program also covers the development and monitoring of Performance Improvement Plans (PIPs), which are essential for helping employees improve and succeed, ultimately benefiting the organization’s overall performance.

Suspension and termination procedures are complex and sensitive areas that require careful handling. This training ensures that HR professionals, managers, and supervisors are well-prepared to make informed decisions regarding suspension and termination, minimizing potential legal risks. The program also emphasizes the importance of legal and ethical considerations in all disciplinary actions, fostering an environment of respect and integrity. Continuous improvement through feedback mechanisms and ongoing training ensures that disciplinary processes remain effective and up-to-date, making this training an invaluable investment for any organization.

Program Features 

• Expert trainer with extensive HR experience and legal expertise
• Comprehensive coverage of essential HR topics and legal compliance requirements
• Engaging training format with practical examples and case studies
• Certificate of completion upon successful program completion

 

Why Attend This Training Program

• Comprehensive Understanding of Progressive Discipline: Gain a thorough knowledge of the progressive discipline process, ensuring you can handle disciplinary issues effectively and legally.
• Policy Development and Communication: Develop the skills to create a clear and effective progressive discipline policy tailored to your organization’s needs.
• Early Issue Identification and Documentation: Recognize early warning signs of behaviors and performance issues that may lead to discipline.
• Effective Use of Verbal and Written Warnings: Understand when and how to use verbal warnings to address minor issues before they escalate.
• Performance Improvement Plans (PIPs): Gain insights into the purpose and benefits of PIPs in helping employees improve their performance.

Topics Covered

• Definition and Importance
• Legal Framework
• HR’s Role in Progressive Discipline
• Creating a Progressive Discipline Policy
• Communicating the Policy
• Consistency and Fairness
• Early Warning Signs
• Documentation Best Practices
• Investigative Procedures
• When to Use Verbal Warnings
• Effective Communication Techniques
• Follow-up and Monitoring
• Crafting Written Warnings
• Legal Considerations
• Case Studies
• Introduction to PIPs
• Developing a PIP
• Monitoring and Support
• When to Suspend
• Administrative Suspension
• Return-to-Work Plans
• Grounds for Termination
• Conducting Termination Meetings
• Post-Termination Responsibilities
• Avoiding Discrimination
• Privacy Concerns
• Ethical Decision-Making
• Feedback Mechanisms
• Training and Development
• Evaluating Effectiveness

Target Audience

• Current HR Directors: Professionals already holding HR Director positions seeking to update their skills and stay abreast of the latest trends and practices in progressive discipline.
• Senior HR Managers: Experienced HR Managers looking to advance their careers and prepare for higher-level roles such as HR Directors or Vice Presidents.
• Aspiring HR Leaders: Individuals aiming to transition into senior HR roles and seeking the necessary skills and credentials in progressive discipline and other key HR functions.
• HR Business Partners: HR professionals who work closely with senior management and need a comprehensive understanding of progressive discipline to support strategic HR management.
• Talent Development Managers: Those responsible for employee development and succession planning who are looking to enhance their skills in managing performance issues and disciplinary actions.
• Organizational Development Professionals: Individuals focused on organizational change and development, seeking to understand the role of progressive discipline in these processes.
• HR Consultants and Advisors: Independent consultants and advisors who provide strategic HR guidance to organizations and need to stay current with best practices in progressive discipline.
• Small Business Owners/CEOs: Leaders of small to medium-sized businesses who often handle HR responsibilities and require a deeper understanding of progressive discipline to manage their teams effectively.
• HR Professionals in Transition: Individuals between roles or looking to shift their career path within HR, aiming to increase their marketability and job prospects by gaining expertise in progressive discipline.
• HR Academics and Educators: Educators and researchers in the field of human resources or related fields looking to update their knowledge and incorporate current practices into their teaching and research.
• Non-HR Executives: Executives from other departments who collaborate closely with HR and need to understand the strategic importance and functions of progressive discipline within an organization.
• Employee Relations Specialists: HR professionals focused on managing employee relations and resolving workplace conflicts, seeking advanced skills in progressive discipline.
• Labor Relations Managers: Those dealing with unionized work environments who need to understand the nuances of progressive discipline within the context of labor relations.
• Compliance Officers: Individuals responsible for ensuring organizational compliance with labor laws and regulations, looking to deepen their understanding of progressive discipline.
• Corporate Trainers: Professionals who design and deliver training programs, aiming to incorporate best practices in progressive discipline into their curricula.
• Recruitment and Staffing Managers: HR professionals who manage recruitment and staffing processes and need to understand how progressive discipline affects employee retention and turnover.
• HR Generalists: Versatile HR professionals who handle a variety of HR functions and require comprehensive knowledge of progressive discipline to enhance their effectiveness.
• Benefits and Compensation Managers: HR specialists focusing on employee benefits and compensation, seeking to understand the implications of progressive discipline on employee motivation and performance.
• Employee Assistance Program (EAP) Coordinators: Professionals who provide support services to employees, looking to integrate progressive discipline knowledge into their programs.
• Diversity and Inclusion Officers: HR professionals dedicated to fostering a diverse and inclusive workplace, needing to understand how progressive discipline intersects with equity and inclusion efforts.

Agenda 

10:00 AM – 10:20 AM: Module 1 – Introduction to Progressive Discipline

• Definition and Importance
• Legal Framework
• HR’s Role in Progressive Discipline

10:20 AM – 10:40 AM: Module 2 – Policy Development

• Creating a Progressive Discipline Policy
• Communicating the Policy
• Consistency and Fairness

10:40 AM – 11:00 AM: Module 3 – Identifying Issues

• Early Warning Signs
• Documentation Best Practices
• Investigative Procedures

11:00 AM – 11:20 AM: Module 4 – Verbal Warnings

• When to Use Verbal Warnings
• Effective Communication Techniques
• Follow-up and Monitoring

11:20 AM – 11:40 AM: Module 5 – Written & Final Written Warnings

• Crafting Written & Final Written Warnings
• Legal Considerations
• Case Studies

11:40 AM – 12:00 PM: Module 6 – Performance Improvement Plans (PIPs)

• Introduction to PIPs
• Developing a PIP
• Monitoring and Support

12:00 PM – 12:15 PM: Break

12:15 PM – 12:35 PM: Module 7 – Suspension Procedures

• When to Suspend
• Administrative Suspension
• Return-to-Work Plans

12:35 PM – 12:55 PM: Module 8 – Termination Process

• Grounds for Termination
• Conducting Termination Meetings
• Post-Termination Responsibilities

12:55 PM – 1:15 PM: Module 9 – Legal and Ethical Considerations

• Avoiding Discrimination
• Privacy Concerns
• Ethical Decision-Making

1:15 PM – 1:35 PM: Module 10 – Continuous Improvement

• Feedback Mechanisms
• Training and Development
• Evaluating Effectiveness

1:35 PM – 1:50 PM: Summary and Key Takeaways

 

1:50 PM – 2:00 PM: Q&A Session