Who Can Use These Workshop Packs?

The workshop packs are designed for trainers, people managers, entrepreneurs, or business owners who want a consistent way to facilitate workshops without needing to create training content from scratch. If you're satisfied with your current training workshops and workload, this opportunity may not be a fit for you.

Can I Run Workshops With Zero Experience?

Absolutely - in fact, trainers, people managers, and business owners who've never run business and leadership development workshops before often get the best results because they want to follow a 100% done-for-you workshop format. Our workshop packs were initially designed for beginners with no prior experience in the field. We provide you with everything you need to facilitate our workshop packs, showing you exactly what to cover, what to focus on, and which workshop content to use. There's no business speak, no complicated contracts - just straightforward workshop packs that anyone can both follow and facilitate.

Are There Budget-Friendly Options?

Yes - that's precisely why we created ways to save you time, money, and effort. The workshop packs start at $20 each when you take advantage of our special offer. Unlike other training course material providers that assume you have thousands to "play around with”, our approach is specifically designed for individuals and businesses with fixed budgets. We've seen endless trainers and business owners start with minimal investment and scale to offering multiple workshop packs - without costing a fortune.

Can I Edit The Packs?

Yes! Everything is created in Microsoft Office, allowing you to easily edit, rebrand, and deliver the workshop packs as needed.

How Quick Is The Setup?

The initial basic setup takes about 5 minutes to download the training content and add your logo. After that, any workshop management requires adding company-specific details to ensure results meet the needs of your audience. We've specifically designed our workshop packs with an understanding that you may already have a lot to do. Our customers typically spend very little time maintaining workshop packs, giving you back precious time to do what you love.

Why Choose Oak Over Other Providers?

Most workshop pack providers offer non-customizable training course materials that overlook the needs of their target customer base. Our workshop packs are designed exclusively for customers , based on real data from 30 years of business experience. While others focus on shiny websites and promises, we've worked out exactly what our client base wants from editable workshop packs. We've created a streamlined, proven set of 52 workshop packs focused on what actually works in workshop settings today, backed by over 30 years of experience.

What Results Should I Expect?

Most customers see results instantly from downloading the training content and launching their workshops. What's exciting is watching what happens when these workshop packs are run inside organizations. While we can't always guarantee specific timelines and results (every workshop situation is different), thousands of customers and teams have already achieved excellent results.

Can I Use These Packs Under My Own Brand?

Absolutely! All workshop packs can be delivered under your brand.

Are These Digital Or Physical Products?

This is a digital download . You can print and edit it as your own.

Free Grievance Policy – Oak Innovation

We are pleased to include a sample Grievance Policy that you can use in your business.

Remember to review and/or adapt this policy in accordance with company-specific requirements and all relevant legal considerations.

Grievance Policy.

Purpose of the Policy

The purpose of this policy is to provide a supportive framework whereby all grievances at [Insert Company Name Here] can be effectively resolved.

Scope of the Policy

All permanent employees are covered by the [Insert Company Name Here] Grievance policy.

Grievance Process

It is agreed that only the following Procedure will be followed by employees in resolving grievances or complaints that may arise during the course of their employment.

Stage 1.

The person will first of all discuss the complaint with their immediate supervisor. The supervisor will investigate the complaint and, where possible, report back to the employee within three working days. Every effort should be made to resolve the issue at this stage.

Stage 2

If the problem is not resolved at stage 1, the complainant will submit their Grievance to their immediate supervisor in writing. The immediate supervisor will arrange a meeting between the aggrieved employee and the Department Manager, where possible, within three working days. The Department Manager will issue a written reply, where possible, within three working days of the meeting.

Stage 3

If the problem is not resolved at stage 2 the aggrieved employee must within 3 days of the managers response, notify the Department Manager in writing that they wish to proceed to stage 3. The Department Manager will arrange a meeting, where possible, within three working days, between the aggrieved employee, the HR Manager, and the Department Manager. The HR Manager will issue a written reply, where possible, within three working days of the meeting.

Stage 4

If the problem is not resolved at stage 3, the aggrieved employee must, within three working days, notify the HR Manager in writing that they wish to proceed to stage 4. The HR Manager will, where possible, arrange a meeting between the aggrieved employee and the Chief Executive Officer, together with the HR Manager, within three working days. The Chief Executive Officer will issue a reply as soon as possible following this meeting, and that decision is final.

An employee has the right to have a fellow employee of their choice present at all of the above meetings as a witness if they so wish. Should the employee wish, following the exhaustion of the above procedure, they have the right to refer their case to either an appropriate third-party group. The Company undertakes to attend any scheduled hearings. Both parties agree that the recommendation of either of these bodies is final and will be implemented by both parties as a final resolution to the issue.

During the process of a grievance, all parties agree:

That they will not take part in, support, or encourage any form of strike, slowdown, sit-in, lockout, or any other form of industrial action intended to contravene the settlement of Grievances in the above manner or calculated to bring pressure to bear on any party. In contrast, the above procedure is being followed.

If the individual does not process the grievance within the time established above, at any stage of this procedure, the grievance will be considered closed and shall not be reopened for discussion.

Multiple Grievances arising from a typical incident or being of a similar nature will be treated as a single grievance. A single representative from the aggrieved group or groups will be nominated, and that person will represent the group or groups at any or all of the above stages.

RESPONSIBILITIES

DEPARTMENT OF HUMAN RESOURCES

The Department of Human Resources is responsible for the following:

Maintaining and overseeing all Official Grievances at [Insert Company Name Here]

Initiating or recommending immediate action in response to circumstances where warranted.

Analysing and reporting Official Grievances information regularly with recommendations for addressing problems/issues identified.

Ensuring the confidentiality of all Official Grievances information once they are received in the Department of Human Resources.

EMPLOYING DEPARTMENT

Employing Departments are responsible for the following:

Ensuring that the Human Resources Department is informed immediately of all Official Grievances.

Managing all documentation associated with the Official Grievance Policy.

Initiating follow-up action where appropriate.

EMPLOYEES

Employees are responsible for informing their managers or the Human Resource Department of Official Grievances at [Insert Company Name Here]

REPORTING

The Department of Human Resources will submit an Official Grievances report to the Chief Executive Officer regularly.

Any actions the Human Resources Department deems necessary to address any concerns.

REVIEW OF PROCEDURE

This Procedure will be reviewed within twelve months of its initial implementation.

Print 🖨 PDF 📄

Catherine Fitzgerald B.A. M.A.( Founder )

I empower corporate trainers, people managers, and entrepreneurs to deliver exceptional business and leadership workshops with confidence by providing expertly designed, fully editable training packs – so they can focus on teaching rather than creating content.