Formal Counselling. In the first instance, the employee will be counselled as to where their performance or conduct is deficient. The steps to be taken to remedy the deficiency will be agreed and a review period will be set. In more serious cases a written warning may be issued at this stage.
Formal Counselling. This step requires a detailed discussion of an employee’s inappropriate conduct and how the conduct is contrary to the relevant Company rules and requirements, any underlying reasons for the conduct and commitment to correct and/or improve the area of concern.
Formal Counselling. This involves an employee being called into a discussion away from the immediate work area and informed of a problem. A personnel file note should be made to record that the counselling occurred but is not considered a written warning.
Formal Counselling. Where the normal counselling process has not resulted in an improvement, formal counselling will be required. The union representative will be present unless requested otherwise by the employee. In the presence of the union representative the supervisor may seek other employer involvement. The same steps as are involved in counselling are applicable; however, the supervisor makes a written record which is copied to the employee (and employee shop xxxxxxx, if involved) and a copy on the employee's file. If the problem is resolved, no further action is required. If there is some improvement, but the problem is not resolved, further counselling may be required. If there has been no improvement, disciplinary action will be required.
Formal Counselling. Employees will be counselled about the matter and details will be noted in the Operation Manager’s or Supervisor’s diary. A Union Delegate may be present at the employee’s request.
Formal Counselling. If the staff member’s performance or behaviour has failed to improve after informal counselling, or if the Manager believes informal counselling is inappropriate, the staff member will be formally counselled. Formal counselling shall be undertaken by the Chief Executive Officer and where relevant, the Manager. If a lawyer is being counselled, it may be appropriate for the Chief Executive Officer to consult with the Principal Lawyer. If the Chief Executive Officer is being counselled, two ECLC Board members shall counsel him/her. Formal counselling will follow similar principles to informal counselling, but a record will be made. A copy of the counselling record will be given to the staff member and another copy placed on their personnel file. A time period will be set (if possible, one the staff member agrees to) during which the staff member’s performance or behaviour should improve; a review shall be conducted at the end of that time. If the staff member’s performance or behaviour has improved, but not to the required standard, the Chief Executive Officer may decide that a further review period is required. The record kept on the staff member’s personnel file will be destroyed after six months if there has been no recurrence of the problem by that time.
Formal Counselling. 1.38.7.1 Formal management of Unsatisfactory Work Performance commences with the Employee receiving formal counselling. The University will:
Formal Counselling i. A formal counselling is conducted by the supervisor/manager identifying the nature of unsatisfactory work performance or behaviour and informing the Employee that failure to address the problem may result in further disciplinary action.
Formal Counselling. First session]
Formal Counselling. Second and Final session]
