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2 Half-Day Workshop (Online & Public)

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Introduction

The Employment Act and the Industrial Relations Act give the employers the right to dismiss an employee for misconduct. However, the employers are required to conduct proper inquiry before dismissing a worker for any misconduct. The inquiry consists of two components: first thorough investigation and second, a hearing before a Board of Inquiry (BOI). More often than not, employers fail to conduct investigations properly. This results in defective Board of Inquiry (BOI).

It is important that employers carry out proper investigations into the alleged misconduct fairly and effectively. This requires, among other things, the gathering of relevant facts and evidence. It also requires the properly questioning techniques and investigation skills. Next, the employee must be given a fair hearing before a panel or Board of Inquiry (BOI).

Workshop Objectives

The 2 half-day workshop will provide participants with skills and knowledge in handling workplace investigations and enable participants to achieve the following learning outcomes:-

By the end of the 2 half-day Workshop, participants will be able to achieve the following learning outcomes:-

• • How to conduct investigation at the workplace on disciplinary issues.
  • Explain the importance of holding “due inquiry” under the Section 14 (1) of Employment Act and Section 35(3) of the Industrial Relations Act.

Methodology

Lecture, case-studies, mock sessions, discussion and Question-and-Answer sessions.

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Course Outline

By the end of this segment, participants will be able to achieve the following learning outcomes:-

1. Explain the importance of holding “due inquiry”
2. Explain why holding “due inquiry” is required under Section 14 (1) of Employment Act and Section 35(3) of the Industrial Relations Act
3. How to conduct proper investigation.

In this workshop, participants will learn four important skills:

1.  Conducting effective and impartial investigations using the PEACE process
2. Handling possible problems which may occur at the investigation stage
3. Gathering and evaluating evidence
4. Drafting of complaints or charges

Case Study

Pre-programme case-study and discussion.

Mock Session

How to conduct an investigation effectively.

Who Should Attend?

Line-managers, supervisors, executives and HR practitioners or any person who is required to chair or conduct a BOI session.

Online Platform

Cisco WebEx

Facilitator

Chia Boon Cher, IR Guru
HRguru Pte Ltd

Mr Chia Boon Cher has over 16 years of experience in the Ministry of Manpower before he joined the private sector in 1990. At the Ministry, he held various appointments including Enforcement Officer (Labour Inspectorate), Assistant Director (Conciliation) and the Registrar of Trade Unions. His experiences encompassed enforcement of the various labour laws including the Employment Act and conciliation of trade disputes. He also has wide knowledge of human resource management and industrial relations, having worked in Singapore National Employers’ Federation (SNEF), foreign multi-national companies (like SmithKline Beecham) and large local corporations (like ST Aerospace).

He obtained his MA, HRD from George Washington University and BSc (Econs)(Hons, 2nd Upper) from London University. For the past 14 years, he has been sharing his experience and expertise in the field of labour laws and practices through lectures, talks and workshops in NTUC, SIM, SNEF, MDIS, SHRI, PSB Academy, Lee Kuan Yew School of Public Policy (NUS), and private organisations.

Mr Chia is currently an Independent Professional with HR Guru Pte Ltd and also the Principal Consultant of his own firm, Action Consulting & Training. He provides training and consultancy services in the field of employment relations and human resource management. He is the author of the books: “Practical Guide to the Employment Act for Good HR Practices” and “Practical Guide to the Employment of Professionals, Managers and Executives (PMEs) for Good HR Practices.”