Disciplinary training for managers
Short, just in time videos to support managers when investigating and managing disciplinary situations. There when they need us most!
Our disciplinary training for managers provides your team with the microlearning tools they need to have great people conversations. Supporting managers through all stages of the disciplinary procedure from informal to formal, each 10to3 video gets to the point in under 4 minutes, clearly explaining the what, the how and the why of the disciplinary meeting they are about to chair.
We pride our animated team on being there for managers when they need it most, so even if you’re off saving the world (or just stuck in another meeting), we are in the room when HR can’t be. The best part? Your managers have the confidence they need to have great quality conversations, and they are far less likely to put their foot in it.
Created by learning professionals and employment lawyers, 10to3’s disciplinary training for managers can be used as a standalone training resource, embedded into your LMS or used to bring your HR policies and procedures to life. We can also customise the videos for your organisation (more on how awesome that can be here).
Take a look at some examples below, and drop the team a line to say hello if you’d like to chat. If you’re already sold – request a free trial here for access to the full collection of videos.
A step by step guide to formal disciplinary procedure - and when to use it
This video gives you an overview of what to expect at each stage.
Suspending an employee
If something serious happens – what do you do? This video covers whether to, and how to, suspend an employee.
Deciding your remit
You have been asked to do an investigation? Set off with a solid understanding of what is in, and out of scope.
Planning your investigation
Before you start talking to people, take a few minutes to break down what you’re looking into.
Structuring your investigation interviews
How to open up; and close down an investigation interview.
Killer Questions
‘Killer’ in a good way: How to ask great quality questions when you’re conducting your investigation.
Deciding whether there is a case to answer
So you have all the evidence in front of you. How to decide what you recommend as the next step?
What an invite to a disciplinary hearing should say - and why
This letter plays a crucial role. This video tells you what to include in the template.
The role of a companion in a formal hearing
What can they do? And how do you keep them on track?
Making your decision do you believe they did it?
Do you have ‘genuine belief based on reasonable grounds’ that the employee committed misconduct – what does that really mean?
Getting off the fence
Do you have two conflicting versions of events? If so, this video will help you decide which version you prefer.
Is this bullying or harassment?
Watch this video if the hearing involves an allegation of this most serious type of misconduct.
Deciding the sanction
You need to select a sanction that’s reasonable: Let this video guide you through your options.
Constructing the outcome letter
This video helps you explain your decision in the letter and explain the outcome to the employee.
You are chairing a disciplinary appeal - what's your job?
Do you review the decision, or rehear the case?
Reaching your decision and communicating the outcome
This video helps you to make, and explain, the result of the employee’s appeal.
The employment law framework
This video gives you an overview of the framework you’re working within when you’re managing your team
The ACAS Code of Practice
This video tells you about the mindset you need when you’re managing performance, conduct, attendance or grievances.
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How to Write Better Disciplinary & Grievance Outcome Letters
Vista’s team of employment lawyers have taken a critical view at what you might call a ‘standard’ disciplinary and grievance outcome letter. The learnings are so useful we wanted to share them with you.