Course Overview

The number of organisations making independent decisions about a wide range of complaints, disputes, and rights is growing all the time. Tribunals, adjudicators, disciplinary panels, ombudsmen, and a variety of appeals bodies are essential components of public and, to a growing degree, private administration. A quasi-judicial body is a non-judicial entity that may provide legal rulings. It is a body or government department that is mandated to make findings and inferences based on evidence, much like a court of law or a judge, and whose findings and conclusions form the foundation for official action. As a result, these measures are taken as a legal solution for a predicament or as a legal penalty, and they may have an impact on the rights, obligations, and privileges of certain persons.

What are the benefits of quasi-judicial bodies? Roles and responsibilities of quasi-judicial officials in diverse labour environments, problems encountered in performing quasi-judicial functions and solutions, natural justice principles, and contemporary labour jurisprudence. Tribunals are cheaper than traditional courts. The cost-effectiveness of tribunals motivates citizens to seek justice. Tribunals don’t need long or complicated application processes. Accessible, devoid of complications, and under competent supervision, these bodies move quickly and effectively. By handling multiple cases, tribunals lessen the judicial burden. They’re efficient and quickly resolve complaints. Moreover, a tribunal comprises competent and informed people who comprehend the case’s complexities and provide the proper remedy.

How do quasi-judicial bodies differ from statutory bodies? All statutory bodies have their enabling law that details how and why the body came into being, as well as the authority it is granted. Whereas the scope of quasi-judicial proceedings is limited to matters within the purview of the relevant administrative body. A primary goal of creating these organisations is to ease pressure on the judicial system. For certain offences, quasi-judicial bodies may act as a judge and jury, handing down sentences and imposing punishments. Anyone or anything having authority comparable to that of a court is a quasi-judicial entity.

The Quasi-Judicial Powers and Proceeding Process training course by Zoe Talent Solutions seek to improve competence in performing quasi-judicial functions. By taking this course, the participants will be able to gain conceptual in-depth learning about the quasi-judicial functions of different judicial administrative bodies operating in the country.

Course Objectives

The Quasi-Judicial Powers and Processing Process training course by Zoe Talent Solutions has been created with the following objectives:

• To learn to create a conceptual framework for performing quasi-judicial functions in the current socioeconomic environment
• To debate issues concerning quasi-judicial authorities
• To be aware of new developments in labour legislation and court interpretations
• To gain a working knowledge of important areas of constitutional and administrative law
• To discover ways for ensuring fair hearings in a variety of fluid and frequently unforeseen situations
• To develop systematic techniques for eliciting, analysing, investigating, and assessing pertinent evidence to ensure that all sides are adequately heard
• To build abilities to support the decision–actual makers and apparent independence, as well as to instil trust in the process over which they preside
• To create a complete awareness of their position and powers, including their scope and limitations

Training Methodology

This course on quasi-judicial power is based on the adult learning paradigm and is very practical and results-oriented.

• Interactive lectures by industry experts
• Case studies and Experience sharing
• Feedback-based interaction
• Q&A and debates

As with all of our other accessible courses, this one follows the tried-and-true “Do-Review-Learn-Apply” pattern.

Organisational Benefits

The following benefits will accrue to the organisation from this Zoe Talent Solutions training course:

• Enhanced administrative effectiveness
• Developed the ability to resolve a situation or impose a legal sanction on a person or organisation
• Reduced cost requirement for resolving disputes compared to court
• Refreshed knowledge of human rights legislation, the right to information, consumer protection, and new areas of litigation spawned by technological advances
• Improved professional skills and ethics.

 Personal Benefits

The following benefits will accrue to the participant from this Zoe Talent Solutions training course:

• Learn to develop tactics for dealing with the dynamics of a hearing, such as when there are vulnerable witnesses or an imbalance of legal counsel
• Develop the capacity to determine when adjournments (and other procedural petitions) should be granted
• Improve the analytical and writing abilities to ensure sound, well-thought-out conclusions
• Critically analyse and apply due process requirement

Who Should Attend?

This training course is excellent for a wide spectrum of professionals; however, the following will benefit greatly:

• In charge of making quasi-judicial judgments
• Professionals working in administrative structures
• Attorneys and regulatory professionals

 Course Outline

Module 1: Principles

• An overview of the quasi-judicial landscape
• Pre-hearing procedures to ensure due process
• During the hearing, ensuring due process
• Source of the decision-authority maker’s
• Tutorial presentation
• Critiques the procedural norms of several quasi-judicial entities.
• Workshop on establishing equitable procedural rules

Module 2: The Making of a Decision

• Independence from the appointing authority, impartiality, and ethics:
• Assuring the impartiality of the decision–maker
• Decision
• Unconscious prejudice must be addressed.
• Ethics
• Inside and beyond the decision–making process

Module 3: Evidence

• The purpose, admissibility, and weight of the evidence
• Evidence: Burden and standard of proof
• Evidence admissibility and status
• Before and during the hearing, making choices based on evidence
• Getting ready for a hearing,

Module 4: Managing the Hearing’s Dynamic:

• A moderated panel discussion on dealing with vulnerable and difficult witnesses
• Collaboration with interpreters
• Setting the tone and opening the hearing
• Reacting to unanticipated events

Module 5: Mock Sessions and Auditory Dynamics II:

• Processes for making decisions on the web and paper
• Adjournments and the rule of law
• Simulated hearings

Module 6: Making a Choice and Documenting it:

• Decision–making and analysing
• The components of a well-written decision
• Impact of EU Law on Decision-Makers in the Quasi-Judicial Sector
• The process of making a choice,
• Written decision analysis and feedback