Staff Management Flashcards
What are the principles of the discrimination and harassment policy?
Employees must adhere to the code of conduct and core values, informal constructive dialogue may be used, support persons are permitted, respondents have the right to know the substance of allegations and to respond, allegations should be resolved in a timely manner
What is the definition of harassment?
Behaviour that is not legitimate, unwelcome and unsolicited, offensive intimidating humiliating or threatening behaviour, repeated or significant so that it has a detrimental effect on job performance or satisfaction
What is not harassment?
Issuing fair instructions and expecting them to be carried out, warning or disciplining someone, requiring a reasonable standard of performance, legitimate criticism, affirmative action policies, parental leave, provision for staff with disabilities
Define sexual harassment?
A sexual request containing a promise of preferential treatment or threat of detrimental treatment or threat about employment status. Language, visual material, physical behaviour that is either repeated or significant so that it effects the employees job performance or satisfaction
How can employee resolve a minor matter personally?
By doing nothing, or by talking writing a letter or asking a third person to speak to the respondent asking them to cease their behaviour
When a performance meeting follows an unsuccessful informal meeting what steps are required before the performance meeting?
Identify shortfalls below minimum performance, send an invitation, set up a performance management file, discuss with the HRM, draw up a checklist for discussion
What are the five steps of a performance meeting?
Introduction with reasons and agenda, provide information and minimum acceptable standard, provide opportunity to respond and explain, problem solve and consider performance improvement plan, record keeping and notes of the meeting signed by both parties.
What 10 steps should be included in a performance improvement plan?
The performance to be improved, minimum acceptable standard, remedial steps to be taken, support and resources police will provide, when feedback will be provided, review periods, dates for progress meetings, start date, consequences, signatures.
What are the three initial steps of the disciplinary process?
Initial assessment of the nature source documentation and policy of the allegation, the explanation from the employee, categorisation and especially whether the incident is notifiable
What are the three categories of allegation or complaint in the disciplinary process and what action is taken for each?
Performance shortfall which is dealt with through the performance management policy, misconduct or serious misconduct which is referred to an investigator, potential criminal offending for which a criminal investigation is conducted and notified to the National manager of professional conduct
Outline a fast tracked employment meeting
Facts are agreed, first warning is expected, apparent misconduct, single meeting, no witness interviews, memorandum showing process followed and decisions made
Outline the five steps of an employment investigation
Appoint an appropriate independent investigator, investigation gathering documents and interviewing witnesses, investigation meeting with employee notifying allegation, investigation findings reviewed and approved, determination of the process
What are the four phases of early intervention?
Identification by employees peers supervisors or data, Analysis by the National early intervention team, intervention and informal meeting, feedback. Early intervention is involuntary but the initial meeting is mandatory.
