Objectives and Application Clause Samples
Objectives and Application. This clause establishes procedures for managing misconduct or alleged misconduct by an employee.
Objectives and Application. This Section establishes procedures for managing misconduct or alleged misconduct by an employee.
Objectives and Application. This clause establishes procedures for managing misconduct or alleged misconduct by an employee. This clause applies to all employees, except casual employees who are not eligible casual employees. In applying these procedures to officers on probation, temporary employees or eligible casual employees, the head of service may determine that procedures and practices throughout clause G8 - and clause G9 - apply on a proportionate basis according to the circumstances of the case and in accordance with the principles of procedural fairness and natural justice. If the process is to be applied on a proportionate basis in accordance with this subclause the content of that process, along with any estimated timeframes, must be communicated to the employee when the process commences. The objective of these procedures is to encourage the practical and expeditious resolution of misconduct issues in the workplace. All parties have an obligation to participate in misconduct processes in good faith. For the purposes of this section, misconduct includes any of the following: The employee fails to meet the obligations set out in section 9 of the PSM Act. The employee engages in conduct that the head of service or the public sector standards commissioner is satisfied may bring, or has brought, the directorate or the ACTPS into disrepute. A period of unauthorised absence and the employee does not offer a satisfactory reason on return to work. The employee is found guilty of, or is convicted of a criminal offence or where a court finds that an employee has committed an offence but a conviction is not recorded, taking into account the circumstances and seriousness of the offence, the duties of the employee and the interests of the ACTPS and the directorate. The employee fails to notify the head of service of criminal charges in accordance with clause G10 -. The employee makes a vexatious or knowingly false allegation against another employee. Serious misconduct means conduct that is so serious that it may be inconsistent with the continuation of the employee’s employment with the Territory. Serious misconduct is defined within the Fair Work Regulations. Dealing with Allegations of Misconduct Upon becoming aware of a matter of alleged misconduct the head of service must determine whether or not the matter needs to be investigated. Where the head of service determines that investigation is required the head of service must refer the matter to the public sector standards commissio...
Objectives and Application. Under this Section, procedures are established for employees to seek a review of management actions that affect their employment with the ACTPS.
Objectives and Application. 4.1. Pre‐Design Phase (Conceptualization)
Objectives and Application. 48.1 Under this Section, procedures are established for employees to seek a review of management actions that affect them.
48.2 These procedures must be applied in accordance with the principles of natural justice and procedural fairness and in a manner that promotes the values and general principles of the ACTPS.
48.3 These procedures apply to all employees covered by this Agreement.
48.4 The provisions of this Section will apply to the exclusion of the grievance and promotion/temporary performance appeal provisions contained in the PSM Act.
48.5 For the purposes of this section an action included a decision and a refusal or failure to make a decision.
Objectives and Application. 109.1 Under this Section, procedures are established for employees to seek a review of management actions that affect them.
Objectives and Application. 96.1 This Section establishes proced(res for managing miscond(ct or alleged miscond(ct by an employee.
96.2 This Section does not apply to employees on probation.
96.3 The objective of these proced(res is to enco(rage the practical and expeditio(s resol(tion of discipline iss(es in the workplace.
96.4 These proced(res m(st be applied in accordance with the principles of nat(ral j(▇▇▇▇▇ and proced(ral fairness and in a manner that promotes the val(es and general principles of the ACTPS.
96.5 These proced(res apply to the excl(sion of provisions contained in Part 9 of the PSM Act (other than section 218 and section 220) and Part 6.3 of the ACT P(blic Sector Management Standards, except where any of these provisions are specifically provided for in this Section.
Objectives and Application. This clause establishes procedures for managing misconduct or alleged misconduct by an employee. In applying these procedures to officers on probation, an eligible casual employee or a temporary employee who has been engaged for over six months, the Chief Executive may determine that procedures and practices throughout clauses H6 to H10 apply on an appropriate and proportionate basis according to the circumstances of the case. The objective of these procedures is to encourage the practical and expeditious resolution of misconduct issues in the workplace. All parties have an obligation to participate in misconduct processes in good faith. For the purposes of this Section, misconduct includes any of the following: the employee fails to meet the obligations set out in section 9 of the PSM Act 1994 (this includes bullying and harassment or discrimination); the employee engages in conduct that has brought, or is likely to bring, CIT or the ACTPS into disrepute;
Objectives and Application. 30.1 This Section establishes the procedures for managing misconduct by an employee. Misconduct arises in any of the circumstances described in clause 31.131.1(a)- 31.1(c). The objective of these procedures is to encourage the practical and expeditious resolution of discipline issues in the workplace.
30.2 These procedures must be applied in accordance with the principles of procedural fairness, as described in clause 32.8, and in a manner that promotes the values and principles of the ACT Public Service, as set out in section 6 of the PSM Act.
30.3 These procedures do not apply to short-term temporary employees, casual employees or employees during a probationary period.
30.4 These procedures apply to the exclusion of the provisions contained in Part 9 of the PSM Act (other than section 218 and section 220) and the discipline procedures contained in the ACT Public Sector Management Standards and relevant policies/guidelines.