The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Fair Dismissal".
Supply chain management in glass industryumesh yadav
This document provides an overview of supply chain management (SCM) in the glass industry in India. It discusses the importance of SCM, defining it as coordinating the planning and flow of goods from raw materials to end customers. The document also notes that effective SCM can improve fulfillment, logistics, production, revenue, costs and cooperation between partners in the supply chain. Finally, it discusses how SCM relates to value chain management and integrating key supply chain business processes.
The document discusses the importance of following COSHH (Control of Substances Hazardous to Health) procedures when using chemicals for cleaning. It emphasizes that COSHH aims to protect workers' health from hazardous substances and is a legal requirement. It notes that COSHH involves identifying hazards and managing risks associated with chemicals. The document also discusses personal protective equipment and following safety instructions and procedures to safely handle chemicals.
The document discusses process development, which involves planning and designing production processes based on inputs like product information, production systems, and operations strategies. Key factors that affect process development include the nature of product demand, degree of vertical integration, production flexibility, degree of automation, and product quality needs. The document outlines different types of process designs like product-focused, process-focused, and group technology approaches. It also discusses considerations around process reengineering.
This document discusses strategies for effective communication when making calls and selling, including overcoming call reluctance by focusing on questions rather than telling, using different types of questions to engage the other person, and listening actively rather than just hearing. It also touches on identifying buying and rejection signals, uncovering needs, and closing sales through upselling and cross-selling.
Safety In Storage / handling / Transportation Of Chemicals. By Bimal Chandra...Bimal Chandra Das
The document provides guidelines for safely storing, handling, transporting, and loading/unloading chemicals, including constructing storage tanks with proper foundations and markings, keeping incompatible chemicals separated, using personal protective equipment, affixing labels to vehicles, and ensuring operators and drivers are trained in chemical hazards.
This document summarizes key points from a training module on chemical storage and use for pool plant operations. The module covers best practices for safely storing, transporting, handling, and using chemicals. Specific topics discussed include proper chemical storage, personal protective equipment, signs and signage, and evacuation training. The module emphasizes clearly labelling chemicals, pipes, and storage containers and ensuring staff are properly trained and equipped to assist with evacuation in an emergency.
Supply chain management in glass industryumesh yadav
This document provides an overview of supply chain management (SCM) in the glass industry in India. It discusses the importance of SCM, defining it as coordinating the planning and flow of goods from raw materials to end customers. The document also notes that effective SCM can improve fulfillment, logistics, production, revenue, costs and cooperation between partners in the supply chain. Finally, it discusses how SCM relates to value chain management and integrating key supply chain business processes.
The document discusses the importance of following COSHH (Control of Substances Hazardous to Health) procedures when using chemicals for cleaning. It emphasizes that COSHH aims to protect workers' health from hazardous substances and is a legal requirement. It notes that COSHH involves identifying hazards and managing risks associated with chemicals. The document also discusses personal protective equipment and following safety instructions and procedures to safely handle chemicals.
The document discusses process development, which involves planning and designing production processes based on inputs like product information, production systems, and operations strategies. Key factors that affect process development include the nature of product demand, degree of vertical integration, production flexibility, degree of automation, and product quality needs. The document outlines different types of process designs like product-focused, process-focused, and group technology approaches. It also discusses considerations around process reengineering.
This document discusses strategies for effective communication when making calls and selling, including overcoming call reluctance by focusing on questions rather than telling, using different types of questions to engage the other person, and listening actively rather than just hearing. It also touches on identifying buying and rejection signals, uncovering needs, and closing sales through upselling and cross-selling.
Safety In Storage / handling / Transportation Of Chemicals. By Bimal Chandra...Bimal Chandra Das
The document provides guidelines for safely storing, handling, transporting, and loading/unloading chemicals, including constructing storage tanks with proper foundations and markings, keeping incompatible chemicals separated, using personal protective equipment, affixing labels to vehicles, and ensuring operators and drivers are trained in chemical hazards.
This document summarizes key points from a training module on chemical storage and use for pool plant operations. The module covers best practices for safely storing, transporting, handling, and using chemicals. Specific topics discussed include proper chemical storage, personal protective equipment, signs and signage, and evacuation training. The module emphasizes clearly labelling chemicals, pipes, and storage containers and ensuring staff are properly trained and equipped to assist with evacuation in an emergency.
Food fraud involves the deliberate adulteration or misrepresentation of food for economic gain. A food fraud vulnerability assessment identifies vulnerabilities in a food product that could enable fraud. It differs from a risk assessment in that it examines weaknesses rather than past risks. Common motivations for fraud are monetary gain through cost reduction or value inflation. Vulnerability assessments aim to protect consumers, brands, and meet regulatory requirements by preventing fraud and mitigating risks. Fraud risks have increased with globalization and pandemic disruptions to supply chains. Mitigation strategies include supply chain management, auditing, testing, and monitoring geopolitical or economic factors.
This document discusses the Chad-Cameroon Pipeline Project, including a description of the project, benefits to the parties involved, proposed financial structure, costs, and risks. It also examines the revenue management plan and whether it would be successful. As a World Bank/IFC board member, the author would approve the deal due to the IFC/World Bank's crucial involvement, but would recommend addressing serious concerns and introducing oversight and accountability measures.
Chemicals are the most common and significant health hazards and Chemicals can be hazardous for numerous reasons and can combine with other chemicals to make new hazards.
Therefore All hazards must be taken into account when using and storing chemicals.
# Understand that chemicals hazards.
# Understand that safe storage is an important issue.
# Understand that many chemical injuries result from
improper storage.
# Know four basic rules of chemical safety.
# Be aware of the categories of dangerous chemicals
and appropriate safety precautions.
The document discusses various types of food contamination including physical, chemical, and biological contaminants. Physical contaminants refer to foreign materials that enter food unintentionally, such as metal fragments. Chemical contaminants include heavy metals, pesticide residues, antibiotics, and other substances. Biological contaminants are microorganisms like bacteria that can cause foodborne illness. The document outlines strategies for preventing, detecting, and eliminating various contaminants to ensure food safety.
This document discusses quality costs, which are the costs incurred when poor quality exists. It defines the different types of quality costs including prevention costs, appraisal costs, internal failure costs, and external failure costs. It also describes methods for measuring quality costs such as the multiplier method, market research method, and Taguchi quality loss function. Additional topics covered include identifying quality problems using control charts, Pareto diagrams, and cause-and-effect diagrams. The importance of reporting quality costs is also mentioned.
This document discusses exit rights and procedures in human resources management. It covers various ways employment contracts can be terminated such as by performance, mutual agreement, notice, or breach of contract. It also discusses retirement policies, resignation procedures, the role of employment tribunals, justified and unjustified dismissal, remedies for unfair dismissal, redundancy, and the rights of redundant employees.
Human Resources Insight - Termination- Training ManualLaura Lee
This document provides guidance on properly handling employee terminations. It discusses the different types of terminations including administrative, voluntary, and involuntary. It outlines the importance of progressive discipline and having just cause for termination to avoid wrongful dismissal claims. The document provides details on conducting exit interviews, planning termination meetings, severance packages, and adhering to employment laws and regulations. The overall message is that terminations require careful preparation, documentation, treating employees with dignity, and ensuring compliance with legal standards.
This document discusses various human resource management topics related to employee discipline and termination. It covers discipline procedures like warnings, appeals, and dismissal. It also discusses types of termination such as resignation, retirement, layoffs, and exit interviews. The key points are that discipline aims to correct behavior and develop employees, there are formal procedures to issue warnings and appeals for discipline cases, and termination can be voluntary, involuntary, or mutual depending on the situation and employee rights.
1. The document discusses various topics related to managing employee discipline, including legalities and policies, procedures for discipline processes, handling issues like insubordination and absenteeism, and creating a positive work environment.
2. It provides guidance on disciplinary procedures and establishing clear rules and communicated expectations for employees.
3. The document also covers types of employee termination like termination of probationary employees and procedures for termination due to poor performance or absenteeism that comply with employment laws.
The document provides six suggestions for improving HR performance appraisal and employee relations. The suggestions are: 1) Provide regular feedback to employees, 2) Terminate poorly performing employees following proper procedures, 3) Pay overtime even if unauthorized, 4) Treat exempt employees properly by not docking pay for partial day absences, 5) Ensure FMLA leaves are properly designated, and 6) Regularly review and update HR policies and procedures. Implementing these suggestions can help limit liability, improve morale, and enhance professional standards.
The document provides an overview of employment and labor law in Ireland regarding the termination of employment. It discusses:
1) Employers generally need a reason to lawfully terminate employment, with potential fair reasons including conduct, capability, redundancy, or other substantial grounds.
2) Additional notification and consultation obligations apply for large-scale ("collective") redundancies over certain thresholds.
3) Protections for employees also apply in the context of a business sale, such as under the European Acquired Rights Directive.
4) Minimum statutory notice periods are required, ranging from one to eight weeks depending on length of service.
This document provides an overview of key considerations for small businesses in organizing their workplace to avoid common pitfalls. It discusses the importance of using written employment contracts that clearly outline terms and limit liability. It also explains how to properly classify workers as employees or contractors to avoid penalties for misclassification. The document notes legal requirements for unpaid internships and an employer's duty to accommodate employees under human rights laws to avoid discrimination claims.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "The Disciplinary Hearing".
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Alternatives to Discipline".
This document discusses the rules of fair dismissal from employment. It begins by explaining the different ways an employment contract can end, either initiated by the employee or employer. It then discusses what constitutes a fair or unfair dismissal according to law. Specific types of dismissal like contract frustration, constructive dismissal, redundancy, and fair dismissal are defined. The document emphasizes that any dismissal must follow proper procedure, including allowing employee appeals. It provides a checklist for factors to consider before dismissal.
This document discusses three types of employees with health issues and how employers should handle each situation.
1. Good employees who want to work within their health limitations. Employers should accommodate them when reasonable but be careful not to set too lax of standards.
2. Employees who cannot do their job due to health issues. Employers should work to compassionately remove them from the organization when their doctor indicates they cannot return to work within a reasonable time frame.
3. Employees whose health issues impact their work but do not wholly prevent it. Employers must aggressively manage these situations to either get the employee to voluntarily leave because the job demands are too high, or terminate them if leave is exhausted or proper documentation is
Curtailing excessive employment absenteeism Rolf Howard
This document discusses handling excessive employee absenteeism according to Australian labor law. It notes that the Fair Work Act protects employees from dismissal due to temporary illness and entitles them to 10 paid sick days per year. If unpaid sick leave is needed beyond three months, termination is possible but may be disputed. The document recommends employers implement procedures like addressing recurring absences, accurately recording them, and holding meetings to cover policies and encourage communication. Following labor laws and clear policies can help employers address absenteeism issues legally.
In this straightened economic climate, redundancy is a threat faced by millions of UK employees. It is important for employees who may face redundancy to understand their rights. Employees should consult their company's redundancy policy to understand the procedure and their entitlements. Reasons for redundancy must be legally acceptable, such as a job becoming obsolete, and employees cannot be selected due to attributes like union membership. Statutory redundancy pay is calculated based on years of service and weekly pay, up to a maximum of 20 years and £350 per week.
Food fraud involves the deliberate adulteration or misrepresentation of food for economic gain. A food fraud vulnerability assessment identifies vulnerabilities in a food product that could enable fraud. It differs from a risk assessment in that it examines weaknesses rather than past risks. Common motivations for fraud are monetary gain through cost reduction or value inflation. Vulnerability assessments aim to protect consumers, brands, and meet regulatory requirements by preventing fraud and mitigating risks. Fraud risks have increased with globalization and pandemic disruptions to supply chains. Mitigation strategies include supply chain management, auditing, testing, and monitoring geopolitical or economic factors.
This document discusses the Chad-Cameroon Pipeline Project, including a description of the project, benefits to the parties involved, proposed financial structure, costs, and risks. It also examines the revenue management plan and whether it would be successful. As a World Bank/IFC board member, the author would approve the deal due to the IFC/World Bank's crucial involvement, but would recommend addressing serious concerns and introducing oversight and accountability measures.
Chemicals are the most common and significant health hazards and Chemicals can be hazardous for numerous reasons and can combine with other chemicals to make new hazards.
Therefore All hazards must be taken into account when using and storing chemicals.
# Understand that chemicals hazards.
# Understand that safe storage is an important issue.
# Understand that many chemical injuries result from
improper storage.
# Know four basic rules of chemical safety.
# Be aware of the categories of dangerous chemicals
and appropriate safety precautions.
The document discusses various types of food contamination including physical, chemical, and biological contaminants. Physical contaminants refer to foreign materials that enter food unintentionally, such as metal fragments. Chemical contaminants include heavy metals, pesticide residues, antibiotics, and other substances. Biological contaminants are microorganisms like bacteria that can cause foodborne illness. The document outlines strategies for preventing, detecting, and eliminating various contaminants to ensure food safety.
This document discusses quality costs, which are the costs incurred when poor quality exists. It defines the different types of quality costs including prevention costs, appraisal costs, internal failure costs, and external failure costs. It also describes methods for measuring quality costs such as the multiplier method, market research method, and Taguchi quality loss function. Additional topics covered include identifying quality problems using control charts, Pareto diagrams, and cause-and-effect diagrams. The importance of reporting quality costs is also mentioned.
This document discusses exit rights and procedures in human resources management. It covers various ways employment contracts can be terminated such as by performance, mutual agreement, notice, or breach of contract. It also discusses retirement policies, resignation procedures, the role of employment tribunals, justified and unjustified dismissal, remedies for unfair dismissal, redundancy, and the rights of redundant employees.
Human Resources Insight - Termination- Training ManualLaura Lee
This document provides guidance on properly handling employee terminations. It discusses the different types of terminations including administrative, voluntary, and involuntary. It outlines the importance of progressive discipline and having just cause for termination to avoid wrongful dismissal claims. The document provides details on conducting exit interviews, planning termination meetings, severance packages, and adhering to employment laws and regulations. The overall message is that terminations require careful preparation, documentation, treating employees with dignity, and ensuring compliance with legal standards.
This document discusses various human resource management topics related to employee discipline and termination. It covers discipline procedures like warnings, appeals, and dismissal. It also discusses types of termination such as resignation, retirement, layoffs, and exit interviews. The key points are that discipline aims to correct behavior and develop employees, there are formal procedures to issue warnings and appeals for discipline cases, and termination can be voluntary, involuntary, or mutual depending on the situation and employee rights.
1. The document discusses various topics related to managing employee discipline, including legalities and policies, procedures for discipline processes, handling issues like insubordination and absenteeism, and creating a positive work environment.
2. It provides guidance on disciplinary procedures and establishing clear rules and communicated expectations for employees.
3. The document also covers types of employee termination like termination of probationary employees and procedures for termination due to poor performance or absenteeism that comply with employment laws.
The document provides six suggestions for improving HR performance appraisal and employee relations. The suggestions are: 1) Provide regular feedback to employees, 2) Terminate poorly performing employees following proper procedures, 3) Pay overtime even if unauthorized, 4) Treat exempt employees properly by not docking pay for partial day absences, 5) Ensure FMLA leaves are properly designated, and 6) Regularly review and update HR policies and procedures. Implementing these suggestions can help limit liability, improve morale, and enhance professional standards.
The document provides an overview of employment and labor law in Ireland regarding the termination of employment. It discusses:
1) Employers generally need a reason to lawfully terminate employment, with potential fair reasons including conduct, capability, redundancy, or other substantial grounds.
2) Additional notification and consultation obligations apply for large-scale ("collective") redundancies over certain thresholds.
3) Protections for employees also apply in the context of a business sale, such as under the European Acquired Rights Directive.
4) Minimum statutory notice periods are required, ranging from one to eight weeks depending on length of service.
This document provides an overview of key considerations for small businesses in organizing their workplace to avoid common pitfalls. It discusses the importance of using written employment contracts that clearly outline terms and limit liability. It also explains how to properly classify workers as employees or contractors to avoid penalties for misclassification. The document notes legal requirements for unpaid internships and an employer's duty to accommodate employees under human rights laws to avoid discrimination claims.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "The Disciplinary Hearing".
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Alternatives to Discipline".
This document discusses the rules of fair dismissal from employment. It begins by explaining the different ways an employment contract can end, either initiated by the employee or employer. It then discusses what constitutes a fair or unfair dismissal according to law. Specific types of dismissal like contract frustration, constructive dismissal, redundancy, and fair dismissal are defined. The document emphasizes that any dismissal must follow proper procedure, including allowing employee appeals. It provides a checklist for factors to consider before dismissal.
This document discusses three types of employees with health issues and how employers should handle each situation.
1. Good employees who want to work within their health limitations. Employers should accommodate them when reasonable but be careful not to set too lax of standards.
2. Employees who cannot do their job due to health issues. Employers should work to compassionately remove them from the organization when their doctor indicates they cannot return to work within a reasonable time frame.
3. Employees whose health issues impact their work but do not wholly prevent it. Employers must aggressively manage these situations to either get the employee to voluntarily leave because the job demands are too high, or terminate them if leave is exhausted or proper documentation is
Curtailing excessive employment absenteeism Rolf Howard
This document discusses handling excessive employee absenteeism according to Australian labor law. It notes that the Fair Work Act protects employees from dismissal due to temporary illness and entitles them to 10 paid sick days per year. If unpaid sick leave is needed beyond three months, termination is possible but may be disputed. The document recommends employers implement procedures like addressing recurring absences, accurately recording them, and holding meetings to cover policies and encourage communication. Following labor laws and clear policies can help employers address absenteeism issues legally.
In this straightened economic climate, redundancy is a threat faced by millions of UK employees. It is important for employees who may face redundancy to understand their rights. Employees should consult their company's redundancy policy to understand the procedure and their entitlements. Reasons for redundancy must be legally acceptable, such as a job becoming obsolete, and employees cannot be selected due to attributes like union membership. Statutory redundancy pay is calculated based on years of service and weekly pay, up to a maximum of 20 years and £350 per week.
In this presentation, Joe Hunder, Adrian Elmslie, Cristina Wendel, Fausto Franceschi and Alison Walsh, discuss the recent changes in labour and employment laws relating to HR practices.
Workplace Accommodation: Duty of Employers vs. Employees
Frustration – As it relates to Employment and nothing to do with raising Teenagers
Social Media Background Checks
Employees vs. Independent Contractors: What you need to know!
Termination of Employees under the Labor Code.pptxBrV
1. What establishments are covered by the provisions on Termination under the Labor Code?
2. What is the protection of a regular employee?
3. What is a regular employee?
4. What is a project employee?
5. What is a seasonal employee?
6. What is a casual employee?
7. What is a probationary employee?
8. How can a probationary employee be terminated?
9. What is an apprentice?
10. What qualifications are required for an apprentice?
11. What is a Learner?
12. What is a Kasambahay?
13. What is a Home Worker?
14. What is the entitlement of an employee who was unjustly dismissed?
15. When will the computation period of the backwages?
16. What are the just causes for termination?
17. How do you balance the management’s right to advance the business and the employee’s right?
18. For a just cause to be upheld, what must be present?
19. Who has the burden of proof?
20. What is ”misconduct”?
21. What is immorality?
22. What kind of order to establish willful disobedience?
23. What is reasonable?
24. What is a defense to a defense that “an employee is ignorant of the rules.”
25. How can abandonment be deemed as negligence?
26. What is fraud or dishonesty?
27. In termination, what is the procedural due process?
28. What are the authorized causes for termination? Required procedure?
29. What is the “twin notice” rule?
30. How should an employee resign?
31. When can an employee resign immediately?
32. When is an employee not deemed terminated?
33. What should the employer do after these events?
Understanding Unpaid Leave in SingaporeParker adam
Understanding Unpaid Leave in Singapore
In Singapore, sometimes people who have jobs might need to take time off from work without getting paid. This is called unpaid leave, and it's important for both the workers and the bosses to know about it. This article will tell you all about unpaid leave in Singapore, like the different kinds of unpaid leave, who can take it, how long it can be, how to ask for it, and how it can affect the benefits workers get.
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
This document is a collection of 25 illustrations of skyscrapers from major cities around the world. It includes images of skylines from cities like Chicago, New York, Hong Kong, Dubai, and Shanghai. The images can be used freely for presentations, documents, and commercial work as long as attribution is provided. The collection provides a variety of skyscraper and cityscape photos that can be used to illustrate topics related to architecture, urban planning, and cities.
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
This document provides 25 stock images that can be used for presentations, training materials, and commercial work. The images cover a variety of themes and are sourced from Creative Commons licensed photos on Flickr. Each image is accompanied by its source URL and license information to ensure proper attribution. Users are free to incorporate the images into their work and modify them if permitted by the license. The collection aims to offer diverse visuals to illustrate various topics.
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
This document provides 25 images that can be used for training, presentations, and commercial work. The images cover various topics related to sharing, such as sharing a meal, sharing knowledge, and sharing a drink. The images come from sources with Creative Commons licenses that allow for commercial use. Attribution is provided for each image. Users are free to use the images in their documents and presentations and can modify them if permitted by the license.
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
The Power Pics series from ManageTrainLearn and Slide Topics is a large collection of images for you to use in your documents, presentations, and commercial work. Each presentation gives you a single theme with 25 carefully-chosen images which you can then download to use in your work. You can use them to enhance the look of a slide, to create a mood, for a touch of drama, emotion, or wonder, to illustrate a topic, or as an effective background. If the license allows, you can use them to create new images and slides of your own. Of course, you can also just sit back, browse through them, and enjoy them as they are. Where presentations are concerned, great images are priceless because every one is worth a thousand words.
www.managetrainlearn.com
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
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Effective Discipline
MTL Course Topics
The Course Topics series from Manage Train Learn is a large collection of topics that will help you as a learner
to quickly and easily master a range of skills in your everyday working life and life outside work. If you are a
trainer, they are perfect for adding to your classroom courses and online learning plans.
COURSE TOPICS FROM MTL
The written content in this Slide Topic belongs exclusively to Manage Train Learn and may only be reprinted
either by attribution to Manage Train Learn or with the express written permission of Manage Train Learn.
They are designed as a series of numbered
slides. As with all programmes on Slide
Topics, these slides are fully editable and
can be used in your own programmes,
royalty-free. Your only limitation is that
you may not re-publish or sell these slides
as your own.
Copyright Manage Train Learn 2020
onwards.
Attribution: All images are from sources
which do not require attribution and may
be used for commercial uses. Sources
include pixabay, unsplash, and freepik.
These images may also be those which are
in the public domain, out of copyright, for
fair use, or allowed under a Creative
Commons license.
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Effective Discipline
MTL Course Topics
INTRODUCTION
Dismissal is the ultimate step in discipline, either because
the seriousness of conduct breaches the trust necessary in
the employer-employee relationship or because earlier
cases of ill-discipline have not been resolved and are
continuing wilfully. A decision to dismiss should never be
taken lightly in the heat of an emotive moment, but as a
considered response to the way an individual has failed to
meet his or her contractual obligations.
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THE ENDING OF CONTRACTS
A contract of employment ends when one or other side of
the agreement brings it to a close. There are in general six
different ways in which contracts come to an end...
1. Employee resignation. To make sure an employee is
freely repudiating the contract when he or she resigns,
obtain a signed statement.
2. Mutual agreement. Mutual agreement is often the
outcome when one side approaches the other to terminate
employment.
3. Contract expiry. A contract made for a fixed period comes
to an end on the termination date.
4. Contract frustration. Circumstances prevent one or other
side from meeting their obligations.
5. Constructive dismissal. The actions of the employer are
force the employee to leave.
6. Dismissal by the employer. To be effective, any dismissal
by the employer must be fair and reasonable.
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FAIR OR UNFAIR?
When a dismissal is for one of the following reasons, it can,
if carried out correctly, be regarded as fair: lack of
qualifications; incapability; misconduct; redundancy;
pregnancy outside a protected period; when continued
employment would be illegal; some other substantial
reason.
A correct process is determined by whether the facts of the
dismissal are reasonable in all the circumstances. One factor
determining "reasonableness" is compliance with an agreed
disciplinary policy and procedure.
When the dismissal is for one of the following reasons, and
no other reason, it is likely to be unfair: union membership;
pregnancy within a protected period; business transfer;
redundancy contrary to accepted practice.
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DISMISSAL AND THE LAW
A dismissal is effectively the ending of a contract between
two parties. As such, it is subject to three different kinds of
laws.
A. Employment legislation. Current employment legislation
lays down provisions for timescales, consultation
procedures and fair dealings in areas such as redundancy
termination and termination due to pregnancy.
B. Fair or unfair dismissal. "Fairness" is a vague concept but
one central to much of UK law. A decision about whether a
dismissal is fair or not depends on all the circumstances of a
case as well as how it was handled.
C. Wrongful dismissal. A wrongful dismissal is one where an
employer breaks the contract without just cause and not
because of the behaviour of the employee. An example
could be where a post you filled is given to someone else.
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Effective Discipline
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CONTRACT FRUSTRATION
When a contract of employment is frustrated, there is no
dismissal and no resignation, but the contract can no longer
be continued.
There are three conditions for a frustrated contract:
1. something must happen that was unforeseeable at the
start of the contract
2. the event must totally prevent the continuation of the
contract
3. the circumstances must be without fault of either
employer or employee.
Examples of contract frustration are...
• long-term illness
• disability
• imprisonment.
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Effective Discipline
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CONSTRUCTIVE DISMISSAL
A constructive dismissal occurs when an employer behaves
is such an unreasonable way that the employee is justified
in breaking the contract and leaving.
Some of the following actions might be grounds for
constructive dismissal:
1. changing the employee's pay, conditions, or status
without his agreement
2. taking someone else on to do the employee's job
without explanation
3. demanding more from the employee than from others
in the same job
4. seriously undermining the employee's authority
5. denying the employee's rights
6. acting unfairly
7. treating the employee badly in public
8. trying to force the employee to resign.
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Effective Discipline
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LACK OF A QUALIFICATION
The ability of an employee to do his or her job is at the
heart of the contractual relationship at work. Where a job
relies on an employee possessing a qualification, such as a
professional award, a set amount of experience or the
proven demonstration of certain skills, failure to have or
keep the qualification is likely to be grounds for discipline
and dismissal.
Dismissal for not possessing a vital qualification is likely to
be fair and reasonable in the following circumstances...
1. the employee was told of the need for the qualification
as a condition of service
2. in the event of the employee losing the qualification,
you gave him reasonable time to re-qualify
3. the employee knowingly lied to you
4. there are practical and/or legal reasons for possession
of the qualification.
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SICKNESS INCAPABILITY
Dismissal due to sickness incapability is likely to be fair and
reasonable in the following circumstances...
1. sick leave has been exhausted
2. you have advised the employee in writing of the
possible dismissal if he fails to return to work
3. you have asked him in writing when he is likely to return
and failed to receive a date
4. the employee remains medically unfit
5. you have received a doctor's report which indicates that
the employee will not be fit
6. you have good reasons for arguing that you cannot
leave the job open any longer
7. you have considered other employment for which he
would be suitable but have good reasons for not
offering it.
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Effective Discipline
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INCAPABILITY
No contractual relationship between an employee and
employer can be sustained if the employee fails to maintain
a reasonable level of performance.
What is "reasonable" may be determined by precedent and
the standards of the immediate group, organisation or
profession.
Dismissal for incapability is likely to be fair and reasonable in
the following circumstances...
1. there is recorded evidence of bad work
2. the employee has been told of the poor work and the
possible consequences through previous warnings
3. the poor work continues during the period of a live
warning
4. help has been offered in the form of training and
counselling but it has made no difference
5. evidence is available that you sought to find the
employee alternative work and there are good reasons
why this cannot be found or offered.
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REDUNDANCY
Dismissal for redundancy is likely to be fair and reasonable
in the following circumstances...
1. work of the type done by the employee has ceased or
diminished at his place of work
2. the employee has been fairly selected
3. you can show that you have made energetic efforts to
find suitable alternative work
4. you have been humane in your handling of the matter
5. you have allowed employees time off to look for other
work where it has been requested
6. you have given due notice of the redundancy
7. you have consulted with employees and their
representatives about the method of handling the
redundancies.
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STATUTORY PROHIBITION
An employee who becomes unable to carry out his or her
duties because of a statutory prohibition renders
themselves liable to dismissal through being unable to fulfil
their part of the employment contract. Examples are drivers
who receive a driving ban for a long period of time and food
handlers who contract a serious case of food poisoning.
A dismissal because of legal restrictions on an employee is
likely to be fair and reasonable only in the following
circumstances:
1. the law will be broken if the employee continues his or
her job
2. it is not reasonable for you to wait for the ban to expire
3. you can show that you have tried to find alternative
work but no suitable alternative is available
4. it is reasonable to dismiss the person bearing in mind
the employee's service, age and previous work record.
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GROSS MISCONDUCT
The majority of disciplining cases centre on the behaviour of
the employee at work rather than on their attitude or job
performance. These cases can range from minor acts of
misconduct to major acts of gross misconduct.
Dismissal for gross misconduct is likely to be fair and
reasonable in the following circumstances...
1. there is clear evidence that a rule was broken
2. the behaviour was so outrageous that trust has been
broken
3. it is widely known that such breaches would lead to
dismissal
4. you can show evidence that the rule and action to
discipline breaches are consistently applied
5. there are no mitigating circumstances
6. you have genuine grounds for believing that the
employee is guilty of gross misconduct.
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MISCONDUCT UNBECOMING
Misconduct can occur in various forms, possibly
as a once-off incident, or a series of increasingly
worsening behaviour. These are seven of the
most frequently-met types of misconduct:
1. Dishonesty: dishonesty is any behaviour
which seeks personal and illegal gain at the
employer's expense. It includes: business fraud,
false accounting, lying and deceit, theft, clocking
offences.
2. Fighting and Violence: violence can have a
loose definition encompassing verbal violence,
such as swearing, as well as physical fighting and
mental cruelty. This category also includes:
dangerous horseplay, bullying, racial and sexual
harassment and threats.
3. Sexual Misbehaviour: sexual misbehaviour
can take place in the workplace and be
misconduct; or take place out of the workplace
and because of its indecent, immoral or illegal
aspects affect the work someone does.
4. Drink And Drugs: the use of intoxicants and
narcotics is likely to be covered in a rule book.
Where they are forbidden, any breach of rules is
likely to be even more serious if they place
people in danger.
5. Negligent Workmanship: where
workmanship is poor because of an employee's
carelessness, recklessness or negligence, it is
likely to be classed as gross misconduct. There
may be a cost to the employer in damage to
materials or property.
6. Refusal To Carry Out Instructions: blatant
refusal to carry out instructions which are
reasonable is likely to be regarded as
misconduct unless an explanation is given.
7. Abuse Of Time Off Work: when a request to
be absent from work is agreed and later turns
out to be false, there is likely to be a case for
misconduct discipline. The obvious cases are
claiming to be sick and drawing sick pay when
the employee is not ill.
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AGGRAVATING FACTORS
When considering cases of misconduct, an employer should
take into account aggravating factors which might make the
offence much worse.
These are some of the commonest aggravating factors...
1. the seniority of the employee. Because senior figures in
an organisation set the tone and lead others, their
misconduct is more serious.
2. the position of confidence placed in the employee.
Theft of money by a Finance Director would be more
serious than pilfering by an apprentice.
3. the possible effect of misconduct on the employer's
business, reputation and customer relationships
4. the worsening of workplace relationships
5. risks to others such as their health and safety.
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MISCONDUCT AND PROOF
Employers are often wary of dismissing an employee for
suspected gross misconduct if they do not have absolute
proof of the employee's guilt. This may arise when the full
facts are difficult to establish or, as a business, they have
neither the time or resources to conduct a full-scale
investigation as the police would do.
The case of Burchell and British Home Stores established
the principle that an employer does not need to have
absolute proof of guilt to believe an employee is guilty of
misconduct. This holds true even if a later court of law finds
the employee innocent.
What matters is that, at the time of the disciplinary hearing,
the employer has sufficient evidence to believe that the
employee is guilty. If his belief is reasonable and his
procedures carried out fairly, he can defend a decision to
dismiss.
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OTHER REASON
While misconduct and unreasonable behaviour on the part
of the employee form the majority of cases leading to
dismissal, there are a range of other situations which might
lead an employer to dismiss an employee. These are those
due to other "substantial" reasons.
Dismissal for some other "substantial reason" is only likely
to be fair and reasonable if the employee has been warned
of the consequences of his or her behaviour. Employers
would also be expected to first take advice before acting.
Examples of this kind of dismissal are:
1. the irretrievable breakdown of the workplace
relationship
2. dismissal as a result of reorganisations which you can
show are crucial for efficiency or business survival
3. working for a competitor
4. end of fixed-term contracts
5. refusal to abide by restrictive covenants.
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APPEALS
Employees who are dismissed for disciplinary reasons
should be told of their right of appeal and how they might
make their appeal. An appeal is usually made to the next
level of management above that of the disciplining officer,
or to a special committee.
Appeals should be based on one of the following grounds:
1. the hearing failed to follow the correct procedure
2. information on which dismissal was based was
incomplete and inaccurate
3. the decision was unfair and inconsistent with other
similar cases
4. new information has come to light which substantially
affects the case
5. any other legitimate reason.
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A DISMISSAL CHECKLIST
A tribunal considering an unfair dismissal claim needs to
know that the decision to dismiss is contractually correct
and not a matter of personal animosity.
Some of the relevant factors to consider are...
1. the age of the employee and their length of service
2. the size and nature of the business
3. the administrative resources of the business
4. whether the guidelines of any relevant code of practice,
the employer's procedure and the golden rules of
discipline have been followed
5. the appropriateness of the decision
6. whether alternative courses were considered and if so,
why they were rejected.
You also need to be clear what the reason for the dismissal
is since the employee has the right to demand a written
statement from you within 14 days of any request.