Discipline and "Just Cause" (On-Demand)
CPD Hours: 1.5
HR Competency: Employee and Labour Relations
The third course in this group provides
analysis of the disciplinary process in the unionized workplace. The course
begins with an explanation of the legal basis for “just cause” in theLabour Relations Code of B.C. and
a discussion of the role and objectives of management in taking disciplinary
actions. The instructor discusses the approach to evaluating disciplinary
actions taken by arbitrators and the evidentiary requirements and
considerations that must be satisfied to sustain disciplinary actions. The
crucial distinction between “culpable” and “non-culpable” employee conduct is
described and the obligations of management in responding to “non-culpable”
conduct are outlined. The course concludes with a summary of the key elements
of a positive approach to maintaining discipline and “just cause” in a
(TOM) R. KNIGHT, Ph.D., CHRP received his Master’s and Ph.D. Degrees from the School of
Industrial & Labor Relations at Cornell University with a major in
collective bargaining, labor history and labor law and minors in organizational
behavior and law. Tom’s graduate research experience focused on plant-level
labour relations and included a year’s work conducting joint union-management
training with Consumers’ Power (Michigan) and the Utility Workers’ Union,
In 1982 he joined the Sauder School of Business at the University of
British Columbia. He is currently an Associate Professor in the Organizational
Behaviour & Human Resources Division. He was founding Director of UBC’s
Centre for Labour and Management Studies from 1992-1997.
Since 1987 Tom has acted as a consultant, trainer and facilitator on a
variety of industrial relations and organizational development topics. These
have included collective bargaining and negotiations skills, grievance handling
and arbitration, joint union-management problem solving, conflict resolution,
change management and supervisory leadership. Over the past ten years, Tom’s
consulting has emphasized improving employment relations and adopting more
constructive approaches in the workplace and labour-management relations. Tom’s
clients have spanned a wide range of private sector industries and the major
components of the public sector.
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