HR Competencies                                                             

• HR Expertise
• Critical Evaluation

Objective

To provide participants with an understanding of the seven elements of “just cause” regarding adverse employment actions such as suspension or termination. These steps must be met in order to terminate non-at will employees, including union members. However, they are also important for defending against charges of discrimination and for winning unemployment hearings. This informative and interactive class allows participants to work with and examine the basic principle underlying proper disciplinary procedures. Instruction, real life scenarios, and interactive discussions are used to provide participants with the practical knowledge needed to prove just cause. This knowledge is helpful in getting charges of discrimination dismissed, winning unemployment claims, and is absolutely necessary to sustain a union employee’s termination, suspension, or other discipline before an arbitrator.

Outline

• Understand and implement the seven elements of just cause
• Identify and avoid disparate treatment
• Understand what constitutes a legitimate work rule
• Be able to contextualize the employee’s entire work record when determining discipline
• Methods for establishing effective notice of rules among employees
• Identify the role of a supervisor in establishing just cause
• Be able to plan and conduct an effective investigation of policy/ work rule violations
• Learn how to effectively deal with insubordination within the context of just cause

Designed For

Managers, supervisors, and human resources specialists