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Managing Misconduct And Domestic Inquiry

18-19 Dec, 2024, Wyndham Grand Bangsar Kuala Lumpur

IPA Training is Registered with

Venue Details

Wyndham Grand Bangsar Kuala Lumpur
No 1, Jalan Pantai Jaya, Tower 3, 59200 Kuala Lumpur, - 59200

https://wyndhamgrand bangsarkl.com.my/


Phone : (603) 2298 1888
Fax : (603) 2298 1999

Contact us

FOR COURSE DETAILS

Juliany,

Office: 03 2283 6109

Mobile: +60 122281247

juliany@ipa.com.my

Phoebe,

Office: 03 2283 6100

Mobile: +60 193637822

phoebe@ipa.com.my

Bee Teng,

Office: 03 2282 6112

Mobile: +60 172566121

beeteng@ipa.com.my

FOR CUSTOMISED IN-HOUSE TRAINING

Jane,

Office: 03 2283 6101

Mobile: +60 129418251

jane@ipa.com.my

Keith,

Office: 03 2283 0000

Mobile: +60 162272735

keith@ipa.com.my

ADDRESS

A-28-5, 28th Floor, Menara UOA Bangsar,
No.5, Jalan Bangsar Utama 1,
59000 Kuala Lumpur

FOCUSING ON
  • Part 1: Handling Misconduct
    • The Rights To Manage And Handle Employees
    • Misconduct
    • What Is Natural Justice And Substantive Justice?
  • Part 2: Industrial Court Cases
    • Industrial Court Cases
  • Part 3: Domestic Inquiry Procedures (Di)
    • Investigation Into Complaints Of Misconduct
    • Step By Step Guidance On How To Write The Charges
    • Step By Step Guidance On How To Draft Notice
    Of Domestic Inquiry
    • Essential Criteria And Function Of Prosecutors
    And Panel Members
  • Part 4: Domestic Inquiry Proper
    • The Roles And Functions Of The Panel In DI
    • Procedure Of Domestic Inquiry
    • Facts Of DI – What Is The Remedy In The Domestic
    Inquiry And How To Decide The Verdict.
    • Domestic Inquiry Notes – Step By Step Guidance On
    How To Record The Note Of Di
    • Punishment And Appeal For Lighter Punishment
  • Part 5: Assessment Activity
    • Role Play Mock DI, Or
    • Case Study
OBJECTIVE

Besides profits, one thing that a company cannot do without is an efficient and disciplined worker. To produce and maintain the high level of quality manpower, the need to control and manage the employees is the most essential part of the duty of HR. Dealing with difficult employees needs more than just patience and understanding. The immediate superior would have to acquire certain skills and knowledge for them to handle the employees with fair and just action.

Questions you may have.
• What are the right steps to handle misconduct?
• Is this a major or a minor misconduct?
• When is the right time for HR to issue a show cause letter?


This course will equip you with all the information you need to handle your employees correctly.

AFTER ATTENDING THIS COURSE YOU WILL RETURN TO YOUR JOB…
  1. Knowing the rights of employers and employees.
  2. Identifying the different types of misconduct and taking appropriate actions.
  3. Understanding the difference and the importance of discipline procedures at the workplace.
  4. Learning the practical approach on Discipline Procedures and Domestic Inquiry.
  5. Obtaining detailed explanations on appointments and the roles of Investigation Officers,
    Prosecutors and Panel Members.
  6. Knowing how to conduct disciplinary actions when misconduct happens at their workplace or section.
  7. Understanding the responsibility of a Prosecutor or Panel Member in Domestic Inquiry.
  8. Knowing how to conduct a proper Domestic Inquiry.
WHO SHOULD ATTEND
Senior Managers, Managers, Heads of Department/
Division, Human Resource Managers or any personnel
who has Human Resource functional responsibility and
Supervisors.
METHODOLOGY
This course is essentially participative. There will be
group interaction and interactive lectures and role play.
DAY 1
9:00

PART 1: HANDLING MISCONDUCT
THE RIGHTS TO MANAGE AND HANDLE EMPLOYEES

  • The Needs of Discipline in the Organization
  • Master & Servant Relationship
  • To Form Positive Attitude with Self-Discipline or Enforce Discipline
 

MISCONDUCT

  • Definition
  • Types of Misconduct
  • Category of Misconduct
  • Forgiveness / Condone
 

WHAT IS NATURAL JUSTICE AND SUBSTANTIVE JUSTICE?

10.45

PART 2: INDUSTRIAL COURT CASES
INDUSTRIAL COURT CASES

  • Theft
  • Insubordination
  • Harassment / Sexual Harassment
  • Threaten
  • Excessive Medical Leave
  • Negligent / Carelessness
1:00 Lunch
2:00

PART 3: DOMESTIC INQUIRY PROCEDURES (DI)
INVESTIGATION ON COMPLAINT OF MISCONDUCT

  • What is DI and the Needs for a DI
  • Natural Justice – Rights to be Heard and Entitle to a Fair Hearing
  • Purpose of Setting Up the Independent DI Board
 

STEP BY STEP GUIDANCE ON HOW TO WRITE THE CHARGES

 

STEP BY STEP GUIDANCE ON HOW TO DRAFT NOTICE OF DOMESTIC INQUIRY

 

STEP BY STEP GUIDANCE ON HOW TO DRAFT NOTICE OF DOMESTIC INQUIRY

  • Appointment of Prosecuting Officer and Panel Members
  • Criteria to be a Prosecuting Officer and Panel Members
  • Duty of Prosecuting officer and Panel Members
  • Preparation Prior, During and After DI
5:00 End of Day 1
DAY 2
9:00

PART 4: DOMESTIC INQUIRY PROPER
THE ROLES AND FUNCTIONS OF THE PANEL IN DI

  • Role Prior to The Trial
  • Role During the Inquiry Trial
  • Role After the Inquiry Trial
  • The Trial
  • Upon Completion of DI
 

PROCEDURE OF DOMESTIC INQUIRY

  • Procedures to be followed during DI
  • If Accused Pleaded Guilty
  • If Accused Pleaded Not Guilty
  • If Accused is not Represented
  • If Accused is Represented
  • Things to Avoid During the Inquiry Trial
  • Recording the Trial
 

FACTS OF DI – WHAT IS THE REMEDY IN THE DOMESTIC INQUIRY AND HOW TO DECIDE THE VERDICT.

 

DOMESTIC INQUIRY NOTES – STEP BY STEP GUIDANCE ON HOW TO RECORD THE NOTE OF DI

 

PUNISHMENT AND APPEAL FOR LIGHTER PUNISHMENT

1:00 Lunch
2:00

PART 5: ASSESSMENT ACTIVITY

  • Role Play Mock DI; or
  • Case Study
5:00 End of Course