Disciplinary Hearings

If Human Resources or a professional body have held a disciplinary hearing and decided that an employee or member must attend anger management following an incident and inappropriate behaviour, we will take on that employee as follows:

1. Conduct a one on one private and confidential intensive anger management counselling session, usually 4 hours in duration. In this session we will assess the level of anger and potential for future incidents. If there are any issues such as historic anger we will try and resolve these. Thereafter we will provide all the tools of anger management so that they will be able to manage their anger and be in control at all times. This course is very effective but is not a quick fix. It is up to the individual to put what they learn into practice.
2. Conduct a follow up interview in person or telephonically after a few weeks to get feedback on the implementation of the tools and how things have been for them. I will want to know how they reacted when triggered and in what way do they feel things have changed.
3. Write a confidential report for your personnel files on my findings.

Benefits

• HR are seen to be taking action following an incident.
• You do not lose a valuable employee as a result of an incident.
• You save on costs of retrenchment, re-recruiting and training someone new.
• You are seen to be supportive of employees.
• The individual can change for the better and be more effective in the company.
• Personal issues that may have been brought into the workplace may be dealt with.