Labor conflict: psychology and law

Target Audience:HRD, HRBP, HRM, HR-Generalists, functional leaders with direct subordinates Duration:1day, 8 hoursProvider:АНКОРVenue:AEB office, Moscow, Krasnoproletarskaya ul. 16 bld. 3, entrance 8 (4th floor), nearest metro station - NovoslobodskayaLanguage:RussianCoach:Snezhana Pentsova and Kirill Krasnov
Snezhana Pentsova and Kirill KrasnovSnezhana Pentsova and Kirill Krasnov

Terms and Conditions

– The deadline for registration & payment is usually 5 days before the starting date of the course;
– Those who do not register and pay by the deadline will not be allowed to participate in the training;
– All payments are to be made by bank transfer;
– Once registration is closed, the fee is non-refundable.

Training objectives and advantages
Participants will learn about the intricacies of termination of the employment relationship with the employee, and also receive psychological skills and techniques of the management of labour conflict.

Training program
Legal aspects of dismissal « reduction»
• Reducing the position or the employee: from the answer depends on many things...
• Reducing staff or the number: what's the difference?
• How to evaluate the performance and qualifications, if the criteria are not obvious
• What should you know about preference
• The way how the procedure of reduction may affect the business processes

Disciplinary action is a tool for dismissal or did the law mean something else...?
• Disciplinary action: apply or not?
• The reasons for imposing a disciplinary sanction and their types.
• The procedure for registration of a disciplinary sanction, why it is important to know the manager?
• Learning to read an explanation of workers: have a good reason or not?
• Communication with the employee of explaining the reasons for blending.

The agreement of the parties and their own desire - Is there a risk?
• Subtleties of the documentary of the labor conflict.
• Why it is important to consider all the terms of the agreement in advance. What we can and can not write in the agreement.
• At what point should you contact HR or a lawyer.
• What documents can be given to employees, and which can not be.
• How employee can harm the company and personally to someone who dismisses:
   - Call to submit complaints, etc. (GIT, prosecutors, judges, etc.)
   - How to prevent information leakage
   - How to pick up a company car, computer and other material values
• And much more...

Preparation for dismissal

How to interact with the employee, when did you first come across the idea of resignation.
• Analysis of the main reasons for the decline of efficiency, demotivation, conflict behavior employee.
• Determination of right and wrong of the first steps taken by the head.
• How to start talking about the fact that something goes wrong: to speak openly, to hint to remain silent, to discuss the matter with other.
• Practical exercises analysis of experiences, discussion.

Conduct in the dismissal process.
How to prevent the escalation of a conflict, hate mail, court/inspection, involving colleagues, gossip, and act consistently, clearly, keeping your face, the dignity of the employee performance team
• Personal affection/good relationships, resentment/bitterness, anger/fear. How to cook fired first?
• Proper explanation to the employee of reasons for dismissal: we choose words to not offend and not to humiliate
• How to behave if still offended, and the employee starts to cry, "hysteria", threaten, silence, etc.
• How to communicate with the remaining team after the dismissal to minimise gossip, fear and lack of motivation
• Summing up, description of the rules of conduct in dismissal

Methodology of training delivery
• Seminar
• Case studies
• Group discussion, examples, conclusions
• Work in mini groups
• Theoretical block, analysis of studies
• Role-playing game