Counselling Procedure. In the case where an employee’s inappropriate behaviour is adverse to the goals and objectives of the company, or affecting the operational performance of the company or breaching any statutory requirements (Anti-discrimination, Sexual Harassment etc) the employee may be subject to a formal counselling procedure. The purpose of the counselling process will be to make the employee aware of the unacceptability of their behaviour, and give them the information, time and resources to comply with the company’s requirements. Should the employee not amend their behaviour, they may be subject to disciplinary action up to and including dismissal.
Counselling Procedure. 1. A formal counselling process will apply to matters such as habitually poor time-keeping, unacceptable absenteeism, continuous errors made after training period completed, mischievous or malicious communication to customers, regular unauthorised use of the company’s telephone system.
Counselling Procedure. 3.3.1 An employee whose behavior or performance is considered unacceptable or requiring improvements shall be counselled as to the Company’s expectations.
Counselling Procedure. 13.1.1 Throughout the counselling procedure an employee may be represented by the Union or another party of their choice.
Counselling Procedure. 27.1. The employer shall follow a disciplinary procedure directed towards improving the conduct, performance and work standard of each employee.
Counselling Procedure. In any case where the actions of an employee are unacceptable to the employer, the employee will be counselled as a prerequisite to the commencement of termination proceedings, except that this clause will not apply where the actions are so serious as to constitute grounds for summary dismissal.
Counselling Procedure. The Employer’s counselling policy is designed to assist both management and Employees in dealing with situations which arise from time to time that result in an Employee being counselled, disciplined and whose employment may possibly be terminated. The overall objective of these procedures is to ensure that Employees are treated justly and that the Employer and their customers are protected. This is done by distinguishing between those terminations that result after previous warnings (ie dismissal, with notice) and those which occur without the need for warnings (ie summary dismissal). Employee’s should refer to the Employer’s Policy which details the process on this matter and will always be a matter of judgement as no set circumstances are the same.
Counselling Procedure. This procedure will be used in circumstances involving: • Minor breaches by an employee of their contracts of employment eg minor events of absenteeism or minor discourtesies, episodic unacceptable behaviour etc. • Any performance related issues. In very serious matters (such as serious or wilful misconduct) immediate termination of employment may be considered. The employee will be asked if they would like to have a witness attend interviews/meetings. The company will have a second manager attend all formal interviews. This policy does not apply to probationary employees.
Counselling Procedure. Where a performance or behavioural issue is identified, the following procedures will apply;
Counselling Procedure. (a) Where Strandbags is concerned with an employee's performance the company will request the employee participate in a meeting to discuss the performance concern.
