Discipline Processes Clause Samples
Discipline Processes. The Employer shall ensure that any disciplinary process is conducted consistent with the rules of natural justice and procedural fairness.
Discipline Processes. Any internal investigation of a matter or incident by AER that may lead to disciplinary action being taken by AER must apply the principles of natural justice. These principles include:
16.3.1. The employee being made fully aware of the reasons and the matters that are the subject of an investigation;
16.3.2. The employee being provided with relevant information to enable the provision of an informed response;
16.3.3. The employee being entitled to have a representative of their choice present as a witness, and to provide support and guidance where necessary at any meetings / interviews, if so requested;
16.3.4. The employee being given adequate time to prepare a response to any allegations or matters which are the subject of the investigation;
16.3.5. The employee being given a reasonable opportunity to put their case to those in charge of the investigation and those who will make any findings and / or determine the disciplinary measures (if any) to be taken;
16.3.6. Disciplinary inquiries and investigations shall be confidential.
Discipline Processes. The employer shall ensure that any disciplinary process is conducted consistent with any disciplinary policy of the employer and consistent with the rules of natural justice and procedural fairness. This will include that the employer will:
(a) Advise the employee of the concerns and/or allegations in writing.
(b) Provide the employee with material which details the basis of the concerns.
(c) Advise the employee of their right to union representation/support person.
(d) Ensure the employee is provided a reasonable opportunity to answer any concerns including a reasonable time to provide a response which may be verbal or written.
(e) Advise the employee in writing of the proposed disciplinary outcome, including the basis of any conclusion with reference to relevant evidence; and
(f) Prior to making any decision, provide the employee an opportunity to respond to the proposed disciplinary outcome and raise any mitigating factors. This response may be verbal or in writing.