Common use of Counselling Procedure Clause in Contracts

Counselling Procedure. (a) Except in the case of serious and wilful misconduct, all employees covered by the Agreement shall be entitled to: • One verbal warning • First written warning • Second written warning • Final warning, prior to termination. (b) Prior to an employee being issued with a verbal or written warning under the counselling procedure, the Company shall hold a meeting with the employee and their chosen representatives and shall outline the reasons why the Company is intending to issue the employee with a verbal or written warning under the procedure. The employee and their chosen representative shall at this time be given the opportunity to put forward arguments to the Company as to why the counselling procedure should not be used in the particular circumstance. (c) If the Company, however, decides to issue a verbal or written warning under the procedure, a further review meeting between the parties will take place approximately three months after the issuing of the said warning. (d) If an employee has been provided with at least one verbal and three written warnings in relation to the employee’s performance and/or conduct and the Company is giving consideration to dismissal of the employee, the Company will meet with the employee and their representatives to explain why dismissal may be under consideration. At that time, the Company will give a full opportunity to the employee and their representatives to explain why dismissal should not occur and shall consider all alternatives to dismissal from employment.

Counselling Procedure. (ai) Except in the case of serious and wilful misconduct, all employees covered by the Agreement shall be entitled to: • One verbal Verbal warning • First written warning • Second written warning • Final warning, warning prior to termination. (bii) Prior to an employee being issued with a verbal or written warning under the counselling procedure, procedure the Company shall hold a meeting with the employee and their his/her chosen representatives and shall outline the reasons why the Company is intending to issue the employee with a verbal or written warning under the procedure. The employee and their his/her chosen representative representatives shall at this time be given the opportunity to put forward arguments to the Company as to why the their counselling procedure should not be used in the particular circumstance. (ciii) If the Company, Company however, decides to issue a verbal or written warning under the procedure, procedure a further review meeting between the parties will take place approximately three months after the issuing of the said warning. (div) If an employee has been provided with at least one verbal and three written warnings in relation to the employee’s performance and/or conduct performance, and the Company is giving consideration to dismissal of the employee, the Company will meet with the employee and their his/her representatives to explain why dismissal may be under consideration. At that time, time the Company will give a full opportunity to the employee and their his/her representatives to explain why dismissal should not occur and shall consider all alternatives to dismissal from employment.