HR and employment law training coursesSkills for Security provides a range of HR and employment law training courses, designed and delivered by highly experienced legal professionals.
Skills for Security has partnered with legal specialist Beers to provide a range of courses focused on the needs of employers within the security sector.
Handling employees’ grievances
This course explains the legal obligation to have a grievance procedure – and how to deal with employees’ complaints and grievances ‘reasonably and promptly’, as the law requires. Using presentations, case studies and practical examples, learn about:
- how to respond to grievances, conduct investigations, set up and conduct grievance meetings and appeals.
- the importance of consistency and applying the ACAS code of practice.
- special procedures for and the sensitivities surrounding complaints of whistleblowing, bullying, harassment and discrimination.
- understanding constructive dismissal and potential liabilities for discrimination and detrimental treatment.
Handling disciplinary matters
This course covers disciplinary procedures in the workplace, using presentations, case studies and practical examples, including:
- what disciplinary procedures contain and when to start them.
- imposing fair and consistent standards of performance and conduct.
- how to conduct investigations.
- how to call and conduct disciplinary hearings and appeals.
- dealing with dismissals for misconduct and poor performance.
- potential liabilities and penalties for dismissal and discrimination.
- the ACAS code of practice and (briefly) employment tribunal procedures.
Equal opportunities and diversity training
The Equality Act 2010 outlaws discrimination on grounds of defined ‘protected characteristics’, setting out unlawful behaviour. Unless employers can show they took all reasonable steps to prevent discrimination, they will be liable for the discriminatory acts of their employees. The penalties can be eye-watering and reputational as well as financial. Employees can also be personally liable for their discriminatory acts in an employment tribunal. With a detailed explanation of the different forms of discrimination, using practical examples and case studies, this course aims to highlight and reduce the potential liabilities for discrimination, as well as to help employers promote equal treatment in the workplace. Topics include:
- learning about and recognising direct discrimination, indirect discrimination, unlawful harassment and victimisation.
- dealing with issues of sex, race, sexual orientation, age, gender reassignment, religion and belief, disabilities (including making reasonable adjustments), part-time and fixed-term employee discrimination, and discrimination by association and perception.
Managing absenteeism and sickness
This course teaches employers to handle long-term and short-term or intermittent sickness absences. Topics include:
- implementing sickness absence procedures.
- what contracts of employment, handbooks and manuals should contain on sickness and absence.
- how to recognise a physical or mental disability and make reasonable adjustments.
- how to deal with shirking.
- sick pay and sickness during holidays.
- the importance of medical reports and how to obtain them.
- dismissals for sickness absence and potential liabilities.
Managing poor performance
By managing employees’ performance, the business can better achieve its goals. Proper performance-management procedures set out the skills and competencies employees need to fulfil their roles and allow them to understand how they are doing. This course covers:
- understanding employees’ rights and the potential liabilities that may attach to poor performance management, including unfair dismissal and discrimination and also how to dismiss for performance.
- how to implement a performance-management system – including planning, meeting and review – and highlights steps including the investigation, calling and handling meetings, setting targets, reviews, enforcement and appeals.
Family-friendly rights (maternity, paternity, parental and other family leave)
Employees have numerous rights related to family life. This course covers the law, practice and procedure on these rights, including maternity leave, paternity leave, parental leave, shared parental leave, adoption leave, time off for dependants and compassionate leave and the rights and payment obligations for each. Using case studies and examples, delegates will also learn how to handle a flexible working request to change hours or days or to work from home and the potential liabilities where employers do not comply.
Recruitment (including immigration requirements and contracts of employment)
This course covers employment rights and obligations from the point of thinking that a new role is required, right up to the first few months of employment. This course can also be extended to include data protection requirements and handling employee and candidate records. This course covers:
- what must an employer do (and not do) when taking on employees?
- what rights does an employee have to written terms of employment and what should you put in a contract?
- how to avoid discrimination in advertising, selecting and offering employment.
- pre-employment medical issues and DBS screening.
- how to comply with immigration laws in employment including document checking and retention to avoid civil and criminal penalties.
- how to use probationary periods.
- what other rights do employees have from day one?
Using presentations, case studies and worked examples, delegates will learn about all aspects of redundancy. This course can also be extended to include large-scale redundancies where ‘collective consultation’ and notification to the government is required, including the additional legal obligations to consult with appropriate representatives with minimum time periods. Where required, employee representatives can also be trained separately on their rights and obligations. This course covers:
- what redundancy is in both law and in practice.
- how to propose redundancies.
- how to set up and conduct consultation meetings.
- how long the process should take.
- when employee representatives and unions should be consulted.
- how to undertake a selection exercise and consider alternative employment.
- confirming redundancies and rights of employment under redundancy notices.
- calculating redundancy pay and entitlements on termination of employment.
- what happens if the business goes insolvent.
Employment law updates
Employment law moves fast and never stays still for long. To minimise liabilities, you need to be up-to-date. Our legal update sessions also fill you in on the important changes to legislation and case law, focusing on new requirements and the practical changes your business will need to make to comply, in all areas of employment law.
Other legal courses include:
- Dealing with employment claims and the employment tribunal process
- Collective redundancy consultation
- Employee representative training
- TUPE transfers – law and process
- Protected and without prejudice conversations
- Settlement agreements
- Worker and employment status
- Data protection and handling subject access requests