Compare the organisation's handling of unfair dismissal and labour disputes with recognised practice, and close the material gaps.
Managing Unfair Dismissal and Labour Disputes
Develop the judgement and the documentation needed to run unfair dismissal and labour disputes properly.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Most contractual disputes about unfair dismissal and labour disputes are decided by what was written, not what was intended. A contract governing labour disputes that nobody administers is a document, not a control. What blocks progress on this strand of legal and contractual practice is usually unclear ownership rather than unclear intent. It is pitched for practitioners with responsibility for unfair dismissal and labour disputes, not for observers of it. Exercises escalate in difficulty, ending with the ambiguous situations that make the wider legal and contractual practice agenda hard in practice. They leave able to brief senior management on labour disputes in terms that support a decision. The programme takes participants through unfair dismissal and labour disputes end to end, from framing the problem to closing it out. The professional literature on labour disputes converges on a small set of controls that reliably work. The final session converts the week's work on this part of legal and contractual practice into commitments with owners and dates.
Expected Learning Outcomes
Protect intellectual property and confidential information within labour disputes.
Assign clear ownership for each element of unfair dismissal and labour disputes across the functions involved.
Estimate what labour disputes costs to run properly, and what is lost when it is not.
Build the contract register and obligation tracker covering unfair dismissal and labour disputes.
Prepare and defend claims arising under labour disputes with contemporaneous evidence.
Negotiate unfair dismissal and labour disputes with a clear view of walk-away position and priorities.
Who Should Attend
Commercial and procurement managers negotiating unfair dismissal and labour disputes.
Company secretaries and governance officers overseeing labour disputes.
Technical staff being prepared for supervisory responsibility over unfair dismissal and labour disputes.
Risk managers assessing legal exposure from labour disputes.
Public sector contracting officers applying unfair dismissal and labour disputes under regulation.
Specialists advising senior management on labour disputes.
Course Modules
Unfair dismissal and labour disputes: variations, change and preserved position
2 sessions · 8 pointsSession 1Building the method for unfair dismissal and labour disputes step by step
- Establish who administers unfair dismissal and labour disputes day to day once it is signed.
- Build the competence framework that supports labour disputes.
- Identify the compliance obligations unfair dismissal and labour disputes triggers and who tracks them.
- Handle each variation to labour disputes in writing, with price and time consequence agreed.
Session 2Exiting labour disputes without avoidable liability
- Remove steps in unfair dismissal and labour disputes that add effort without adding assurance.
- Arrange the handover of labour disputes so capability survives staff changes.
- Prepare the summary of unfair dismissal and labour disputes that senior management will read.
- Review limitation and exclusion clauses in labour disputes for enforceability.
Labour disputes: claims, evidence and quantification
2 sessions · 8 pointsSession 1Security and payment protection within labour disputes
- Rank the weaknesses in unfair dismissal and labour disputes by consequence rather than by ease of fixing.
- Protect confidential information and intellectual property shared under labour disputes.
- Prepare the claim narrative for unfair dismissal and labour disputes while the facts are fresh.
- Record contemporaneous evidence of performance under labour disputes as it happens.
Session 2What to measure in labour disputes and what to ignore
- Review whether unfair dismissal and labour disputes is aligned with the objectives of the contract portfolio.
- Agree the smallest change to labour disputes that would be visibly useful.
- Estimate the resource unfair dismissal and labour disputes requires to run as designed.
- Collect evidence on the present handling of labour disputes before proposing changes.
Labour disputes: security, guarantees and payment protection
2 sessions · 8 pointsSession 1Handling variations to labour disputes without losing position
- Define the termination triggers in unfair dismissal and labour disputes and the consequences of each.
- Record the reasoning for any departure from the standard position on labour disputes.
- Confirm bonds, guarantees and insurance supporting unfair dismissal and labour disputes are valid and current.
- Record what was learned when labour disputes did not go as planned.
Session 2Drafting unfair dismissal and labour disputes so ambiguity does not decide it later
- Draft the minimum viable contract template for unfair dismissal and labour disputes.
- Agree the indicators that will show whether labour disputes is improving.
- Apply data protection requirements to personal data handled under unfair dismissal and labour disputes.
- Review closed contracts on labour disputes for lessons before drafting the next one.
Labour disputes: drafting and deliberate risk allocation
2 sessions · 8 pointsSession 1Building the contemporaneous record supporting labour disputes
- Set escalation thresholds for unfair dismissal and labour disputes that work out of hours.
- Confirm signature authority for labour disputes against the delegation matrix.
- Maintain a contract register capturing key dates and obligations in unfair dismissal and labour disputes.
- Compare the cost of labour disputes with the cost of its absence.
Session 2Reviewing labour disputes when nothing has gone wrong
- Standardise recurring clauses in unfair dismissal and labour disputes into an approved template.
- Diarise every notice period and time bar in labour disputes.
- Prepare the response for the most likely failure in unfair dismissal and labour disputes.
- Confirm that those complying with labour disputes understand why it exists.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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