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PRODID:-//Meridian SA - ECPv6.17.1//NONSGML v1.0//EN
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METHOD:PUBLISH
X-ORIGINAL-URL:https://meridiansa.co.za
X-WR-CALDESC:Events for Meridian SA
REFRESH-INTERVAL;VALUE=DURATION:PT1H
X-Robots-Tag:noindex
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TZID:Africa/Johannesburg
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TZOFFSETFROM:+0200
TZOFFSETTO:+0200
TZNAME:SAST
DTSTART:20210101T000000
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20220824
DTEND;VALUE=DATE:20220827
DTSTAMP:20220206T135433Z
CREATED:20220206T134557Z
LAST-MODIFIED:20220206T135433Z
UID:987-1661299200-1661558399@meridiansa.co.za
SUMMARY:CROSS EXAMINATION THEORY
DESCRIPTION:ABOUT THIS COURSE\nJ.Wigmore described cross examination as the “greatest legal engine ever invented for the discovery of truth. The objects sought to be achieved by cross-examination are to impeach the accuracy\, credibility and general value of the evidence given in chief; to sift the facts already stated by the witness\, to detect and expose discrepancies or to elicit suppressed facts which will support the case of the cross-examining party.” \nUnfortunately\, many representatives do not cross-examine witnesses well and forget that the purpose of cross-examination is not simply to attack an adversary\, but to also strengthen your own case.Often described as an art cross examination is a teachable skill\, through applying techniques\, rules and understanding the objectives.  \nThe skilled cross-examiner is often able to build their case by using the witness as a vessel of agreement to the examiner’s case theory.In this course we utilise a structured approach to preparing good cross examination by establishing the purpose\, the objectives and then analysing the way to reach that goal.  \nIt explores the various approaches to specific lines of questioning and incorporates many practical examples. \nCOURSE OUTLINE\n\nName the sources of evidence\nDistinguish between admissible and inadmissible evidence\nExplain relevance of evidence\nDiscuss unfairly prejudicial evidence\nConstruct a case theory\nDistinguish between concessions and credibility\nAnalyze the strengths and weaknesses in a case theory\nRecognize cross examination opportunities in a witness testimony\nExtract facts from witness statements\nTranslate closing arguments into questions\nPlan a cross examination strategy\nApply the rules of cross-examination to the questions\nPrepare cross-examination questions\n\nWHO SHOULD ATTEND?\nTeam members who are involved in investigations and preliminary stages can benefit from understanding cross examination techniques as much as those who participate in the disciplinary processes. \nCross examination is a critical skill in the disciplinary processes. Chairpersons\, initiators and representatives must grasp this skill to place themselves in the best position to represent their party. In a similar fashion chairpersons should have a thorough understanding of the credibility aspects of a witness testimony\, often highlighted in cross -examination. Many have benefited from this course as it is fundamental to determining the weight of evidence which in turn is the major factor in a guilty or not guilty finding. \n\nHeads of Department and even executives have also benefited\nInvestigators\nInitiators\nEmployee representatives\nChairpersons\nLegal Advisors and IR\nHR Managers\n\nENQUIRE OR BOOK\n\n← Back Thank you for your response. ✨\n\n\n					\n						\n							\n							\n						\n						\n						\n						\n						\n							\n								\n									\n										\n										\n									\n									\n										\n										\n									\n								\n							\n						\n						\n							\n								\n									\n									\n										\n									\n									\n									\n								\n							\n						\n					\n				\n\n\n\nName(required)\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			 \n	\n\n\nEmail(required)\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			 \n	\n\n\nWebsite\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			 \n	\n\n\nMessage\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			\n	\n	\n\n				\n					\n				\n						Submit		\n		\n		\n	 \nΔ
URL:https://meridiansa.co.za/event/cross-examination-theory/
LOCATION:JHB | DURBAN | CAPE TOWN\, South Africa
CATEGORIES:Public Courses
ORGANIZER;CN="Meridian Skills SA":MAILTO:joanne@meridiansa.co.za
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20220727
DTEND;VALUE=DATE:20220730
DTSTAMP:20220206T135407Z
CREATED:20220206T134048Z
LAST-MODIFIED:20220206T135407Z
UID:985-1658880000-1659139199@meridiansa.co.za
SUMMARY:UNDERSTANDING EVIDENCE & CHAIRING HEARINGS
DESCRIPTION:ABOUT THE COURSE\nChairing a disciplinary hearing requires a thorough understanding of the rules of evidence\, the law\, technical objections and procedural finesse. Decision makers must be able to determine if evidence may be heard and then apply the rules of evidence so as to determine which is the most probable version. \nIncluded in those procedural elements are several points in limine or technical challenges that need to be considered and ruled on. These require a thorough understanding of the technical aspects and the associated case law. \nThe chairperson must also ensure that a procedurally and substantively fair process is followed to give the employee a fair opportunity and to avoid potential litigation consequences.This course takes an in depth look into key procedural issues and how decision makers evaluate evidence to reach their conclusions. \nCOURSE OUTLINE\n\nOutline the stages of a disciplinary process\nDiscuss the role of the chairperson\nBreakdown specific misconduct elements\nDiscuss the requirements for proving a misconduct\nDistinguish between balance of probability and beyond reasonable doubt\nBreakdown the arguments of a point in limine argument\nAnalyse the merits of objections\nEvaluate the admissibility of evidence\nAssess the credibility of a witness\nApply the cautionary rules of evidence\nDetermine the weight of evidence\nInterpret the evidence to determine a finding on guilt\nDiscuss mitigating & aggravating factors\nEvaluate the trust relationship\nEvaluate the employment relationship\nDetermine the appropriate sanction\nExplain the basis of conclusions\nCompose a rational and logical finding\n\nWHO SHOULD ATTEND?\nWhilst the course name may suggest the course is for chairpersons\, the content is applicable to any persons appearing at disciplinary processes. Everyone requires a thorough understanding of what is and what is not allowed in proceedings. \nSimilarly\, one must have knowledge of the technical challenges often raised at proceedings\, be it for purposes of raising the point or to object. The course is most beneficial to persons with some experience or understanding of disciplinary proceedings. It builds superbly on the disciplinary course. \n\nHR Managers\nHeads of Department\nChairpersons\nSupervisors\nEmployee representatives\nLegal Advisors\n\nENQUIRE OR BOOK\n\n← Back Thank you for your response. ✨\n\n\n					\n						\n							\n							\n						\n						\n						\n						\n						\n							\n								\n									\n										\n										\n									\n									\n										\n										\n									\n								\n							\n						\n						\n							\n								\n									\n									\n										\n									\n									\n									\n								\n							\n						\n					\n				\n\n\n\nName(required)\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			 \n	\n\n\nEmail(required)\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			 \n	\n\n\nWebsite\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			 \n	\n\n\nMessage\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			\n	\n	\n\n				\n					\n				\n						Submit		\n		\n		\n	 \nΔ
URL:https://meridiansa.co.za/event/understanding-evidence-chairing-hearings/
LOCATION:JHB | DURBAN | CAPE TOWN\, South Africa
CATEGORIES:Public Courses
ORGANIZER;CN="Meridian Skills SA":MAILTO:joanne@meridiansa.co.za
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BEGIN:VEVENT
DTSTART;VALUE=DATE:20220628
DTEND;VALUE=DATE:20220701
DTSTAMP:20220206T134936Z
CREATED:20220206T133658Z
LAST-MODIFIED:20220206T134936Z
UID:983-1656374400-1656633599@meridiansa.co.za
SUMMARY:INITIATING DISCIPLINARY HEARINGS
DESCRIPTION:ABOUT THE COURSE\nEmployees must abide by workplace rules and regulations. When it alleged that the employee has broken these rules\, the employer may take steps to decide on their guilt and where necessary\, the form of discipline or consequence. \nBefore an Employer makes these decisions a Disciplinary Hearing must be held to accurately determine the facts and merits of the allegations and to allow the Employee an opportunity to face their accusers. \nEmployers need to ensure that they follow a procedurally and substantively fair process when conducting a Disciplinary Hearing. Employees also need to be aware of their rights to ensure that they are well equipped for the process. \nThe course will give your team a better understanding of the principles and techniques necessary in preparing for\, and initiating a Disciplinary Hearing thereby allowing them to manage their area more effectively. \nCOURSE OUTLINE\n\nIdentify the appropriate disciplinary process\nDescribe the different types of suspension\nClassify conduct categories\nDescribe the different types of misconduct\nBreakdown specific misconduct elements\nDraft disciplinary charges\nList sources of evidence\nDiscuss the types of evidence\nDetermine the weight and credibility of evidence\nDifferentiate between the different burdens of proof\nDiscuss essential points in limine (technical points)\nOutline the hearing process\nConstruct a litigation strategy\nPrepare opening and closing arguments\nExplain cross examination theory\n\nWHO SHOULD ATTEND?\nThis training is designed for human resource practitioners and line managers to give a better understanding of the principles and techniques necessary in preparing for\, and initiating a Disciplinary Hearing. \nThe ability to manage an area more effectively requires fair and consistent discipline and section heads\, supervisors\, or other personnel who have team members reporting to them require these skills and techniques. \n\nHR Managers\nHeads of Department\nChairpersons\nSupervisors\nEmployee representatives\nLegal Advisors
URL:https://meridiansa.co.za/event/initiating-disciplinary-hearings/
LOCATION:JHB | DURBAN | CAPE TOWN\, South Africa
CATEGORIES:Public Courses
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20220525
DTEND;VALUE=DATE:20220528
DTSTAMP:20220206T135201Z
CREATED:20220206T132929Z
LAST-MODIFIED:20220206T135201Z
UID:977-1653436800-1653695999@meridiansa.co.za
SUMMARY:INVESTIGATING MISCONDUCT
DESCRIPTION:ABOUT THE COURSE\nA disciplinary investigation is where your organisation needs to look further into the conduct of an employee\, or to ascertain the facts surrounding an incident or allegation\, prior to taking disciplinary action. The aim of the investigation is to establish whether there the employee has a case to answer. \nThere are levels to investigations; it could traverse from a few basic preliminary questions through to full forensic investigations. It can also assist the employer in deciding its next steps\, and provide valuable evidence\, both against the employee and in mitigation\, for a disciplinary hearing. \nGenerally\, an investigation would be used where there is a questionmark over the facts surrounding a workplace allegation against an employee of some form of misconduct or inappropriate or unlawful behaviour. \nEven where an employee has already admitted that they have done something wrong\, in many cases it will still be necessary to conduct an investigation in order fully to understand the circumstances and ensure that everyone involved is treated fairly. \nCOURSE OUTLINE\n\nDefine the purpose of investigations\nDistinguish between types and levels of investigations\nDescribe the investigator’s legal powers\nExplain the employee’s rights\nDiscuss the types of evidence\nDetermine the weight and credibility of evidence\nAssess the credibility of a witness\nDemonstrate how to process a scene\nDevelop interview strategy\nAnalyse the evidence\nConstruct logical arguments\nCompile a report\n\nWHO SHOUD ATTEND?\nEvery employee who oversees staff and/or institutes disciplinary processes should understand the investigation process. The knowledge of what information is required to make an informed decision is vital and the ability to gather that information is central to the entire process. \nProper investigations can reduce unnecessary disciplinary processes and the associated drawbacks. By the same token a solid investigation file could be integral to the actual disciplinary process when it is able to provide the critical evidence in a matter. \n\nPersons responsible for managing their people resources\nPersons initiating disciplinary processes\nHR Managers\nHeads of Department\nSupervisors\n\nENQUIRE OR BOOK\n\n← Back Thank you for your response. ✨\n\n\n					\n						\n							\n							\n						\n						\n						\n						\n						\n							\n								\n									\n										\n										\n									\n									\n										\n										\n									\n								\n							\n						\n						\n							\n								\n									\n									\n										\n									\n									\n									\n								\n							\n						\n					\n				\n\n\n\nName(required)\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			 \n	\n\n\nEmail(required)\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			 \n	\n\n\nWebsite\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			 \n	\n\n\nMessage\n\n \n			\n				\n					\n						\n						\n						\n					\n				\n				\n			\n	\n	\n\n				\n					\n				\n						Submit		\n		\n		\n	 \nΔ
URL:https://meridiansa.co.za/event/investigating-misconduct/
LOCATION:JHB | DURBAN | CAPE TOWN\, South Africa
CATEGORIES:Public Courses
ORGANIZER;CN="Meridian Skills SA":MAILTO:joanne@meridiansa.co.za
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