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Treating Employees Like Adults: Discipline V Empowerment
Documenting the Empowerment Agreement (with and without a Collective Bargaining Agreement)
- Rights of the parties.
- Avoiding setting a precedent or establishing a past practice
- Empowerment Process.
- Exemption from the grievance/appeals process.
- Final and binding nature of the understanding.
- Following up = Following through.
Elements and application of:
- Limbo (or “Cryogenic Stasis”) Agreements
- Mirroring for discipline or bidding
- 90-60-45-30 Performance Improvement Program
- Conditional Discharge
LCAs (Last Chance Agreements
Pre-bid award conference for mandated seniority-based position.
The Left-handed compliment
Overview of the webinar
By learning and using the techniques discussed in this webinar you will be able to empower employees in the best interests of their own future as well as for the organization. Additionally, should you have no other choice but to proceed with discipline these methods can help you to make a good case even better.By learning and using the techniques discussed in this webinar you will be able to empower employees in the best interests of their own future as well as for the organization. Additionally, should you have no other choice but to proceed with discipline these methods can help you to make a good case even better.
Is traditional discipline always the best choice? Does it always provide the best result? How productive is it for parties to expend resources in a grievance/appeals process or before a federal/state/local board or commission to make its case? And even if the facts are clearly on your side the discipline might still be mitigated or even reversed! Alternatively, are there better options and if so, what are they and how do they work? The answer is “yes” there are options and when used properly they can promote and enhance the empowerment of all parties. Can such options serve to de-escalate grievance/appeals procedures? Again, the answer is “yes” and this webinar will introduce several alternative approaches designed to evolve your disciplinary process from punishment into empowerment and accountability.
- Realizing empowerment is a more useful/productive tool instead of traditional discipline (which all too often makes a situation worse, resulting in a damaged relationship).
- Understanding the concept and relationship between employee empowerment and performance.
- How to raise an employee’s performance awareness and accountability.
- The use of techniques/strategies for communicating non-disciplinary clear expectations/outcomes.
- How emphasizing employee empowerment can reduce friction/conflict between managers and employees (and their representatives).
- How employers can build a culture of mentoring employee success by treating employees as adults.
Who should attend?
- All level Managers
- Supervisors
- Human Resources
- Employee Relations
- Labor Relations
- Attorney’s, and Union Officers
- Representatives
- Stewards, all levels of Law Enforcement or Security staff.
- All public and private sector organizations and professional organizations such as SHRM, IPMA-HR, NPELRA, plus all professional HR and management associations along with any and all Unions.
Why should you attend?
Tired of applying the same types of discipline and still getting the same old mediocre or short-lived results? Or maybe it was a “righteous” discipline but was still overturned or mitigated by a hearing officer or arbitrator. If so, you might be ready to broaden your horizons by considering how treating employees like adults can not only avoid these issues but empower employees to act like adults which can also result in positive changes to not only their conduct and performance but to the bottom line as well.
Disciplining an employee is the start of what can be a long, costly and relationship damaging process with the potential to have that discipline reversed or lessened even if your facts are correct and you followed your process to the letter. Additionally, discipline does not always have a long term, or sometimes even a short-term effect. So, the question is what is the purpose of discipline in your organization? Is it punishment? Or is it for behavioral change?
Would you like to stop the “shame and blame games” and perceptions of victimization resulting from discipline? If the answers are “yes’ then this webinar is for you!
Faculty - Mr.Bob Oberstein
Bob Oberstein has over 51 years of Labor/Employee Relations experience on all sides of the labor-management table including as a neutral (arbitrator, mediator) in both the public and private sectors. He has served as a Commissioner, Maricopa County's Judicial Merit System Review Commission; Member, City of Phoenix Fire and Police Pension Boards; and Member/Chairman, City of Phoenix Civil Service Board. He is also the recipient of the Federal Mediation and Conciliation Service (FMCS) Director's Certificate of Recognition for Achievement in Promoting Positive Labor-Management Relations. Bob has served as Director, of the Labor Management Relations Program at Ottawa University, Phoenix (OU), Arizona where he taught conflict resolution, grievance processing, arbitration, and negotiation among other courses. He also served OU as Ombudsman for all student, faculty, and support disputes as well as the Disabled Student Liaison and received recognition in "Who's Who Among America's Teachers.
Bob currently mediates in the Family, Civil and Small Claims courts in the State of Washington and serves on the permanent panels/rosters for the FMCS Arbitration Roster (Regions 1, 2, 4, and 7); Oregon Employment Relations Board (OERB); Washington Public Employment Relations Commission (PERC); State of California Mediation and Conciliation Service (SCMCS) Public Employment Relations Panel; American Arbitration Association (AAA) Workplace Investigation Panel; Arizona Department of Education (ADE) Hearing Officer Panel; Eglin Air Force Base & American Federation of Government Employees Local No. 214 Arbitration Panel. In the past, Bob served as mediator and arbitrator on the employment, labor, commercial, and construction panels for the American Arbitration Association and for Financial Industry Regulatory Authority (FINRA). He was also the initial trainer and advisor for the U.S. EEOC’s Phoenix Regional Office’s mediation program where additionally, he served as a mediator. Bob has also served as facilitator/mediator for the Interest-based bargaining process for several labor negotiations as well as being a Special Master (Arb-Med) in labor-management grievance resolution.
Bob holds a BA in English/Education from St. John's University, a Master of Science in Social Science and Graduate Certificate of Labor Studies from Long Island University, and a Master of Jurisprudence in Labor and Employment Law from Tulane University Law School.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.