Employment Law Training
Three courses will give the employer a good grounding in the key aspects of Employment law and practice.
DAY 1 – FOUNDATION COURSE (KNOW THE LAW)
This course is designed to give the employer or manager a good grounding in employment law and to make him aware of the duties and obligations of employers and employees.
The course will take the participant on the employment journey and indicate the key legal issues which arise.
- Advertising a position
- a. Drafting the advertisement
- b. Legal considerations
- a. Shortlisting
- b. Interviewing, treating candidates fairly
- c. Choosing the candidate
- d. Duties to applicants, keeping good records GDPR.
- The employment contract
- a. What it must contain. Minimum Notice and Terms of Employment Act 1970-2001
- b. What it should contain to comply with good practice
- i. Payment of Wages Act
- iii. Pensions
- iii. Pensions
- iv. Policies / Employees Handbook
- c. Part-time v full-time employment. Protection of Employees (Fixed-Term Work) Act 2003, Protection of Employees (Part-time Work) Act 2001
- Managing the Employment Relationship
- a. Rights and Duties of the Employer and Employee
- i. Organisation of Working Time Act
- ii. Statutory Leave (Maternity, Parental, etc.)
- iii. Health Safety and Welfare at Work Act.
- iv. Unfair Dismissals Act
- v. Equality (Employment Equality Act, Equality Act, Equal Status Act)
- Grievances and Disputes
- a. Handling grievances
- b. Disciplinary matters
- Grievances and Dispute (Third Party Rights)
- a. Workplace Relations Commission
- a. Dismissal
- b. Unfair Dismissal
- c. Resignation
Participants will understand the lifecycle of the employee as he passed through the stages of employment and the legal obligations and rights which both the employer and employee have under the law.
DAY 2 – POLICY & DOCUMENTATION PREPARATION
This course is designed to take the participant through the employees’ handbook and the policies which it should contain. It explains how to draft the handbook and how to introduce it into the workplace.
The employee handbook is the key document that will govern the relationship with the employee after the contract of employment itself. This course will explain how to draft an employees’ handbook and the issues employers should think about.
Drafting the Employee Handbook
Each employer should have an employees handbook to which both the employer and employee may turn to govern their relationship clearly and openly.
Policies (Common Policies)
- Annual Leave
- Grievance Procedure,
- Disciplinary Procedure,
- Dignity at Work Policy,
- IT Policy / Social Media,
- Company Property Policy,
- Driving for Work Policy,
- Travel and Expenses Policy,
- Health and Safety.
- Data Protection
In considering the policies for inclusion, the course will guide participants on the style and language which should be used.
How to Introduce an Employee Handbook to the Workplace
The course will also explain how an employer may introduce revisions and updates to the employee handbook or introduce a handbook.
Participants will understand the role of the employee handbook and its proper use in the workplace. Participants will understand how to draft an employee handbook for their business and how to identify any issues which are particular to their particular business which should be covered in the employee handbook. Participants will understand how to introduce, revise, and update employee handbooks.
DAY 3 – INVESTIGATIONS (HOW TO HANDLE INVESTIGATIONS)
This course will explain to the employer how to run any investigations which occur in the employment relationship.
The employer will, from time to time, be faced with situations in which, as the employer, he is required to undertake an investigation. This course explains how this should be done properly and fairly. It will also highlight when outside help should be sought.
The course will answer the following questions:
- When do they arise?
- a. On foot of breaches of company policies in employees’ handbook, breaches of the law, significant accidents in the workplace.
- What authority does the employer have to investigate?
- a. Rights under contract
- b. Duties under law
- How does the employer investigate?
- a. Elements of the investigation
- i. The alleged breach of policy or wrong done
- ii. The parties
- b. How to organize an investigation
- i. Appointing an investigator
- 1. Duties of an investigator
- ii. Taking statements / collating evidence
- iii. Keeping a record.
- iv. Appointing a decision taker (if required)
- 1. what should influence the appointment of the decision-maker
- c. What are the duties of the employer to the parties
- i. Hear both sides
- ii. The right to comment on the statements of the other side
- iii. Right to comment on the final report.
- d. How does the employer Draft a decision
- i. Considering sanctions against the employee
- e. How to deliver the decision
- f. A right to appeal
At the end of this course participants will understand when they should institute formal investigations; how they should be organized and conducted; and when to seek outside guidance.
||29th, 30th, & 31st
||27th, 28th, & 29th