HR professionals and managers need to be equipped to be able to manage both performance management and misconduct processes.  It is imperative that they are able to understand the distinction between them, the processes for and the graduated warning system. 

 

Workplace investigations in New Zealand are under increasing scrutiny, particularly where process failures create exposure to unjustified disadvantage and unjustified dismissal claims.   Employers must balance procedural fairness requirements with psychologically safe investigation practices, while managing risk across sensitive matters including bullying and harassment.   

 

This practical workshop provides HR and legal leaders with a defensible framework for planning and conducting performance management and misconduct processes, investigations and disciplinary processes for serious misconduct.