2 days ( 9am – 5pm )
English & Bahasa Malaysia
Who should attend:
- Non-HR Managers
- HOD’s required to serve on D.I. Panel.
- Personnel involved in disciplinary action decision including dismissal.
At the end of the programme, participants will be able to :
- Identify types of misconduct.
- Understand what is a Domestic Inquiry (D.I.)
- Learn how to conduct a D.I.
- Understand the importance of proper conduct of D.I.
- Learn points that must be remembered at the D.I.
- Understand what constitutes a defective D.I.
- Interactive Lectures
- Group Dynamics & Workshops
- Case Studies
- Individual / Group Presentation
- What is a Misconduct?
- What is Misconduct in Employment?
- Classification of Misconduct – Minor/Major Misconduct
- Commences with Allegation of Misconduct
- Investigation and its Purpose
- Appointment of Investigating Officer (I.O.)
- Investigation Process.
- Qualities of an I.O. Possess
- Investigating Officer’s Report – Format Framing Charge(s)
- Issue Show Cause Letter / Suspension from Work
Workshop 1 : Framing Charges and Preparation of Show Cause Letter
- D.I. PREMILINARIES
- Set Time, Date, Venue for D.I.
- Issue Notice of Inquiry
- Appoint D.I Chairman and Panel Members
- Prepare Case for Prosecution Summon the Accused
Workshop 2 : Prepare Notice of Inquiry
- D.I. PANEL
- What is a D.I. Panel?
- Selection of D.I. Panel Members.
- Functions of D.I. Panel Members.
Workshop 3 : Prepare Appointment Letter of D.I. Panel Members
- D.I. PROCEEDINGS- WHAT TO DO?
- Pre- D.I Role of Panel
- Before the D.I Commences
- During the D.I Hearing Process
- Points that Should Not be Permitted
- Adjournment of D.I. Proceedings
Workshop 4 : Mock D.I. Based On Case Provided
- POST D.I. PROCEEDINGS
- Prepare Complete D.I. Report
- Difference between Ruling and Judgment.
- Findings / Recommendations for Improvement by D.I. Panel
- Evidence – Based on What Was Adduced During D.I.
- Submission of Report to Management
- Not Guilty – What Next?
- Guilty – Determine Punishment.
- Communication of Punishment.
- Mitigation by Employee.
- Punishment Letter.
POINTS TO REMEMBER AT D.I.
- Union Representation of Claimant.
- Within Scope of Employment Act, 1955.
- Claimant Present When Witness Gives Evidence.
- Company Documents Not Shown To Claimant.
- Production of Convincing Evidence.
- Procedural Fairness During D.I.
- Panel Recommendation –v- Management Decision.
- When is a D.I. Not Mandatory.
WHEN IS A D.I. DEFECTIVE?
- Refusal of Union representation at D.I.
- Accused not present when witnesses giving evidence.
- Document presented at D.I. not shown to accused.
- Lack of convincing evidence.
- Lack of procedural fairness.