Disciplinary Matters and Employment Law for Non HR Managers

PROGRAMME DESCRIPTION

Managing human resource in an organisation is extremely vital to ensure the business goals are met and at the same time to ensure the people agenda objectives are achieved. The Human Resources Department who is entrusted to lead and manage the human resource topics are evolving. As companies operating norm continue to evolve, the Human Resources Department must move from a transactional role to a strategic role. Human Resources must aim to be a strategic partner to the business. In order to achieve this objective, an inclusive operating climate is necessary. As such, the involvement of line managers or people managers must be enlisted and trained in managing people effectively. The line managers or people managers which include anyone managing a group of employees/team must be able to gain the support and trust of their team in order to ensure the business objectives are met.

Managers are often the first line of escalation when people issues crop up. Timely and proper management of these issues bring greater work productivity and discipline. Managers must be well trained on areas related to people management such as disciplinary management, basic employment issues, grievance management, performance management and others. In many instances, the Managers act as an interface between Human Resources and the people. As such, a good understanding of the relevant employment laws and managing disciplinary matters is crucial as a first line of intervention.
Managers must be able to enforce and apply the relevant company policies, disciplinary measures and escalate timely to Human Resources. Proper and effective management of this issue can potentially avoid labour disputes and legal exposure which can be costly to company.

This two day course prepares managers to handle people issue more effectively by understanding the various employment regulations and effective methods to handle disciplinary matters.

PROGRAMME OBJECTIVE

Upon completion of this programme, participant will be able to:
• Develop good understanding on the various employment laws in Malaysia
• View disciplinary and people management matters from a legal viewpoint
• Identify the source of people and disciplinary issues and address its root cause
• Apply proper measures to address disciplinary issues in accordance with the employment laws
• Identify an effective early intervention in order to avoid labour disputes.
• Resolve disciplinary and people matters effectively and in timely manner
• Improve workflow and productivity by developing and cultivating a disciplined workforce

LEARNING OUTCOME

At the end of the course, participants will be able to;

i) Understand the various employment laws and expectations of a manager from a legal perspective.
ii) Develop effective skills on both preventive and corrective approach towards disciplinary and employment matters.
iii) Act as an effective partner to Human Resources in managing people.
iv) Strengthen team’s discipline and morale to achieve departmental and organisation goals.
v) Reduce and eliminate labour disputes by managing disciplinary and employment issues in according with labour regulations

METHOD OF TRAINING

The course will be conducted in an interactive learning mode in order to encourage active learning among the participants and at the same time employ the use of real life examples, scenarios, case studies and personal experiences. Participants will be encouraged to bring up and discuss issues they face as a people manager.

DESIGNED FOR?

This course is intended for people manager or line managers or anyone who is managing others in their workplace. This includes managers, supervisors, section managers and department heads. It is also applicable to anyone who handles disciplinary matters or who develop procedures and formulate strategies to handle disciplinary matters and employment regulations applications for the organisation.

TRAINING OUTLINE
Day 1 (9:00am – 5:00pm)
Employment Laws, Basic Concepts of Effective People Management
Employment laws of Malaysia
 Employment Act 1955
 Industrial Relations Act 1967
 Trade Union Act 1959
 Other relevant Acts

Role of Human Resource Department
 Formulation of policies and guidelines
 Training and empowering line mangers
 Educating employees and communicating policies

Role of People Manager
 Educating and effective supervision
 Handling basic disciplinary matters
 Early and timely intervention and escalations

Understanding basic and compulsory provisions under the law
 Employment Contract and Employee’s Rights
 Key provisions of Employment Act 1955
 Key regulations of Industrial Relations Act 1967
 Case studies

Pre-requisites to effective people management

 Selecting the right people manager
 Hiring new employees (Drafting Job Description, Interview)
 On boarding new employees (Job Description, KPI/Targets, Probation Management)
Disciplinary/misconduct policy and procedures

Day 2 (9:00am – 5:00pm)
Managing People, Disciplinary Management and Employment Issues

Probation Management
 Rights of a probationer
 Effective probation management
 Case studies

Managing staff discipline and disciplinary procedures
 Managing workplace issues (key issues)
a. Leave management
b. Absenteeism and tardiness
c. Insubordination
d. Negligence of duty
e. Other issues
 Case studies

Managing performance issues
 Performance appraisal and performance review process
 Handling poor performer
 Performance Improvement Plan (PIP)
 Case studies

Grievance management
 Counselling and grievance handling
 Consequences of improper handling of grievance matters

Managing employees with medical conditions
 Malingering and excessive medical leaves
 Frustration of contract
 Case studies

Termination and dismissal
 Right steps to terminate/dismiss an employee
 Principals of natural justice in disciplinary process
 Suspension, Domestic Inquiry (DI) and dismissal of employees
 Consequence of improper and wrongful termination
 The Code of Conduct for Industrial Harmony
 Case studies

Maternity Protection
 Rights of an employee
 Basic understanding of maternity benefits

Sexual Harassment
 Rights of an employee
 Company’s obligation to investigate consequences for company

FACILITATOR PROFILE

ARULKUMAR SINGARAVELOO

Arulkumar Singaraveloo is an experienced HR practitioner with over 20 years’ experience in Human Resource & Training field. He has held the role of a HR Director in a large German Semiconductor Manufacturer. Arul has deep hands on experienced in various spectrum of HR including Industrial Relations, Talent Acquisition, Employee Engagement, HR Business Partnering, Talent Management, Union Management and others.
Arul has experience in various industries namely manufacturing, services, technology, oil & gas and training & education. In his HR experience, he has developed and implemented various HR initiatives, projects and programmes in areas such as talent management, managing employees with medical conditions, business turnaround, revamping HR policies, HR reorganisation, performance management, disciplinary management, labour & Ethics, foreign workers and others.
He is also experienced in change management projects, job restructuring, job profiling and business reorganisation. In other areas, he has experience in new technology namely application development. He has delivered numerous internal and external training as well as appearing as an invited speaker and panellist in various HR events and seminars. Arul has an MBA from Strathclyde University and an Engineering Degree from University Technology Malaysia.

(Training will be conducted as per HRDF’s Guidelines for Conducting Face-to-Face Training during the COVID-19 Pandemic)

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