Workplace Dignity Solutions focused approach to training continues to set the benchmark.
Training can be delivered in a variety of formats. Full or half day workshops provide an opportunity to present information, increase awareness, and practice skills to lead to increasing competency and behavioural changes. Workshop presentations are on multimedia and are supplemented by videos. The workshop is interactive using group discussions, case studies, and role plays to consolidate information presented. Course handouts, training records, evaluation forms are also provided and used. The Workshops have a practical ‘How To…’ focus with defined learning objectives and outcomes.
We cater for both large and small organisations who wish to avail of this training. Topics will be customised to the specific requirements of your company.
A practical workshop for managers, human resources departments, trade union officials, contact personnel and all those concerned with preventing and dealing with workplace bullying. The workshop can be used for all personnel to raise awareness of bullying.
Set down hereunder is the recommended content of a professional training course or workshop in the area of bullying and harassment at work. Workplace Dignity Solutions would be happy to take the client’s direction in respect of any alterations that you may wish to make to this listing and to accommodate your preferences in respect of the course / workshop’s duration, format and content.
Workshop- Bullying and Harassment in the Workplace
– An overview: What is bullying and harassment?
How do you recognise it?
Where can it come from?
– What is the impact/cost of bullying and harassment?
– What is the incidence and extent of bullying and harassment?
– What is the statute and common law legal position?
– What can we learn from bullying and harassment court case precedents?
– What is the difference between bullying and harassment and the discharge of the management / supervisory function?
– What relevance have the bullying and harassment state ‘codes of practice’?
– What preventative action should be taken by employers in this area?
– What are the implications of the organisation’s ‘dignity at work’ (bullying & harassment) policy for me as a supervisor / manager / contact person / equality advisor / trainer / mediator?
– The importance of a ‘dignity at work’ policy.
– The role and content of the ‘dignity at work’ policy at your workplace.
– The relevance of ‘equality’, ‘industrial relations’ and ‘safety, health and welfare at work’
legislative provisions in the area.
– Roles and responsibilities of all staff in respect of the ‘dignity at work’ policy.
– Procedures and practices associated with making and dealing with complaints of unacceptable
– Customised investigative interview case study role play(s) (including evaluation and feedback).
– How do you respond to an allegation of bullying and harassment?
– How do you conduct the ‘model investigative interview’?
– What is the purpose of the investigation?
– What are the ‘principles of natural justice’?
– What is the right to confidentiality versus the ‘principles of natural justice’?
– Are there formal versus informal procedures?
– What if false or malicious complaints are made?
– What should be the response to the ‘complainant’ in respect of a bullying and harassment allegation?
– Is there scope for anonymity in investigations?
– What is the role of the manager?
– What is the role of mediation?
– What happens with regard to witness, claimant and defendant statements, signatures and circulated statements?
– What if there is a conflict of evidence?
– What is the burden of proof? – ‘Beyond reasonable doubt’ or based on the ‘balance of probabilities?
For further information please contact firstname.lastname@example.org