Common use of Probation & Termination Clause in Contracts

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the permanent Employee's ongoing employment with the Employer. 5.2 Following expiry Termination of the Probation Period termination employment relationship of permanent Employees is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of the contract of employment, including: i. theft;; or ii. fraud (including falsifying time records);; or iii. assault;; or iv. attendance the Employee being intoxicated at work (as specified in the workplace under the affects of prohibited drugs or alcohol ;Regulations); or v. the Employee refusing to carry out the Employer's a lawful and reasonable instruction; or vi. the Employee not complying instruction that is consistent with the policies and procedures Employee's contract of the Employeremployment; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the permanent Employee's ongoing employment with the Employer. 5.2 Following expiry Termination of the Probation Period termination employment relationship of permanent Employees is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of the contract of employment, including: i. theft;; or ii. fraud (including falsifying time records);; or iii. assault;; or iv. attendance the Employee being intoxicated at work (as specified in the workplace under the affects of prohibited drugs or alcohol ;Regulations); or v. the Employee refusing to carry out the Employer's a lawful and reasonable instruction; or vi. the Employee not complying instruction that is consistent with the policies and procedures Employee's contract of the Employeremployment; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 5.3.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 5.3.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 5.4 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 5.5 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 5.3.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 5.3.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 5.4 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 5.5 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of the contract of employment, including: i. theft;; or ii. fraud (including falsifying time records);; or iii. assault;; or iv. attendance the Employee being intoxicated at work (as specified in the workplace under the affects of prohibited drugs or alcohol ;Regulations); or v. the Employee refusing to carry out the Employer's a lawful and reasonable instruction; or vi. the Employee not complying instruction that is consistent with the policies and procedures Employee's contract of the Employeremployment; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent 7.1 Employees will initially be employed on 3 three months probation (the “Probation Period”). Where necessary, the probation period for Part Time Employees may be extended by a reasonable period (such extension period not to exceed 3 months) by Written Agreement between the Employer and Employee. During the Probation Period, Period either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Actterminate for any reason whatsoever. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 7.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), Notice or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions 7.3 Notwithstanding clauses 7.1 and 7.2, the Employer has the right to terminate the Employee’s employment on one day’s notice where the Employee is absent from work for a period of clause 5.2 shall not apply to casual Employees, who are engaged and paid by 2 consecutive rostered shifts without the hourconsent of the Employer. 5.4 7.4 Nothing in this Agreement agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty for refusal of duty, neglect of duty or serious misconduct. For the purposes of this clause, serious misconduct includesincluding but not limited to: 5.4.1 Wilful, 7.4.1 Being intoxicated by alcohol or deliberate, behaviour by an Employee that is inconsistent with under the continuation influence of employment, including: i. theftillegal drugs; ii. 7.4.2 Stealing, fraud (including falsifying time recordstimesheets), assault or other criminal behaviour; iii. assault;7.4.3 Sexual harassment and other offensive or harassing behaviour to customers and/or fellow employees. iv. attendance at the workplace under the affects 7.4.4 Intentional or reckless breach of prohibited drugs or alcohol ;health and safety obligations. v. the Employee refusing 7.4.5 Refusal to carry out the Employer's a lawful and reasonable instruction; orinstruction by the Employer. vi. 7.5 The parties agree to seek remedies, in the Employee not complying with case of alleged unfair dismissal exclusively under the policies terms and procedures conditions of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's businessAct. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 7.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of the contract of employment, including: i. theft;; or ii. fraud (including falsifying time records);; or iii. assault;; or iv. attendance the Employee being intoxicated at work (as specified in the workplace under the affects of prohibited drugs or alcohol ;Regulations); or v. the Employee refusing to carry out the Employer's a lawful and reasonable instruction; or vi. the Employee not complying instruction that is consistent with the policies and procedures Employee's contract of the Employeremployment; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 5.3.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 5.3.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 5.4 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 5.5 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one oe day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 5.3.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 5.3.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 5.4 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 5.5 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 6.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's weeks notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 6.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 6.3 The provisions of clause 5.2 6.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 6.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 6.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol alcohol; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 vii. Trafficking or possession of prohibited substances on the Employer’s premises; or viii. Reporting for work or returning from breaks affected by alcohol or illegal drugs; or ix. Physically striking or making threats of violence to a fellow employee, Manager, or customer; or x. Possession of firearms, explosives or illegal weapons on the Employer’s premises; or xi. Using severe abusive language towards fellow employees, Managers or customers; or xii. Deliberate and willful damage to Venue, fellow employee, or customer property or equipment; or xiii. Serious and deliberate abuse of the Employer’s electronic communication systems; or xiv. Willful and deliberate neglect in performing tasks or procedures assigned to a position which could result in significant loss or damage to the Employer’s; or xv. Providing fraudulent, misleading, or inaccurate information on application for employment with the Employer’s; or xvi. Sexual or physical harassment, threatening, intimidating, compelling or interfering, or any other form of discrimination against fellow employees or customers; or xvii. Sleeping during working hours; or xviii. Altering, falsifying, tampering with time records, or recording time on a fellow employee’s time record; or 6.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 6.5 Notwithstanding clauses 5.1 6.1 and 5.26.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 6.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment. 6.7 Any outstanding property of the Employer or moneys owed by the Employee to the Employer, must be reimbursed to the Employer upon termination or the outstanding property or monies will be deemed to be stolen from the Employer .

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includesinclude s: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under u nder the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instructioninstruction ; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instructioninstruction ; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have unilaterally terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have unilaterally terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of the contract of employment, including: i. theft;; or ii. fraud (including falsifying time records);; or iii. assault;; or iv. attendance the Employee being intoxicated at work (as specified in the workplace under the affects of prohibited drugs or alcohol ;Regulations); or v. the Employee refusing to carry out the Employer's a lawful and reasonable instruction; or vi. the Employee not complying instruction that is consistent with the policies and procedures Employee's contract of the Employeremployment; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have unilaterally terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 5.3.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol alcohol; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 5.3.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 5.4 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 5.5 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). The probation period for part time Employees may be extended by a reasonable period (such extension period not to exceed 3 months) by written agreement between the Employer and Employee. During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions Where an Employee fails to give the notice prescribed in clause 5.2, the Employer is entitled to withhold payment due to the Employee to a maximum amount equal to the amount the Employee would have received had the Employee worked the period of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hournotice. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includesincludes but is not limited to: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Pro bation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right righ t of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includesinclude s: 5.4.1 5.3.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the th e continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instructioninstruction ; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 5.3.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 5.4 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 5.5 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More ore than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 5.3.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 5.3.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 5.4 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 5.5 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 6.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 6.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 6.3 The provisions of clause 5.2 6.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 6.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 6.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 6.5 Notwithstanding clauses 5.1 6.1 and 5.26.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 6.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's ’s notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol alcohol; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have unilaterally terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the permanent Employee's ongoing employment with the Employer. 5.2 Following expiry Termination of the Probation Period termination employment relationship of permanent Employees is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of the contract of employment, including: i. theft;; or ii. fraud (including falsifying time records);; or iii. assault;; or iv. attendance the Employee being intoxicated at work (as specified in the workplace under the affects of prohibited drugs or alcohol ;Regulations); or v. the Employee refusing to carry out the Employer's a lawful and reasonable instruction; or vi. the Employee not complying instruction that is consistent with the policies and procedures Employee's contract of the Employeremployment; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return forward to the Company or the Company's representative any and all documents, publicationsmemoranda, manualsrecords, corporate uniforms files, address lists, letters, video or audio tapes, credit cards, keys, business cards and other propertymaterial (and all copies thereof) which relate in any way to the affairs or business of the Company, which its associated organisations or franchisees and are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of the contract of employment, including: i. theft;; or ii. fraud (including falsifying time records);; or iii. assault;; or iv. attendance the Employee being intoxicated at work (as specified in the workplace under the affects of prohibited drugs or alcohol ;Regulations); or v. the Employee refusing to carry out the Employer's a lawful and reasonable instruction; or vi. the Employee not complying instruction that is consistent with the policies and procedures Employee's contract of the Employeremployment; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have unilaterally terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 5.3.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 5.3.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 5.4 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 5.5 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of the contract of employment, including: i. theft;; or ii. fraud (including falsifying time records);; or iii. assault;; or iv. attendance the Employee being intoxicated at work (as specified in the workplace under the affects of prohibited drugs or alcohol ;Regulations); or v. the Employee refusing to carry out the Employer's a lawful and reasonable instruction; or vi. the Employee not complying instruction that is consistent with the policies and procedures Employee's contract of the Employeremployment; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of the contract of employment, including: i. theft;; or ii. fraud (including falsifying time records);; or iii. assault;; or iv. attendance the Employee being intoxicated at work (as specified in the workplace under the affects of prohibited drugs or alcohol ;Regulations); or v. the Employee refusing to carry out the Employer's a lawful and reasonable instruction; or vi. the Employee not complying instruction that is consistent with the policies and procedures Employee's contract of the Employeremployment; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one three day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ongoing employment with the Employer. 5.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the permanent Employee's ongoing employment with the Employer. 5.2 Following expiry Termination of the Probation Period termination employment relationship of permanent Employees is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 The provisions of clause 5.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 Wilful▇▇▇▇▇▇, or deliberate, behaviour by an Employee that is inconsistent with the continuation of the contract of employment, including: i. theft;; or ii. fraud (including falsifying time computer records);; or iii. assault;; or iv. attendance the Employee being intoxicated at work (as specified in the workplace under the affects of prohibited drugs or alcohol ;Regulations); or v. the Employee refusing to carry out the Employer's a lawful and reasonable instruction; or vi. the Employee not complying instruction that is consistent with the policies and procedures Employee's contract of the Employeremployment; or 5.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's business. 5.5 Notwithstanding clauses 5.1 and 5.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's possession as a consequence of that employment.

Probation & Termination. 5.1 6.1 Permanent Employees will initially be employed on 3 6 months probation (the “Probation Period”). During the Probation Period, either the Employer or Employee may terminate the employment relationship by giving at least one day's weeks notice of their intention to terminate. The Probation Period will not affect the 6 month qualifying period under the Act. The Employer may at any time during or on completion of the Probation Period confirm the Employee's ’s ongoing employment with the Employer. 5.2 6.2 Following expiry of the Probation Period termination is by notice or payment in lieu of notice (in the case of the Employer), or forfeiture of pay (in the case of the permanent Employee), in accordance with the following table: Permanent Employee's period of continuous service with the Employer Period of notice Not more than 1 year At least 1 week More than 1 year but not more than 3 years At least 2 weeks More than 3 years but not more than 5 years At least 3 weeks More than 5 years At least 4 weeks In addition to the notice specified above, permanent Employees 45 years of age or over and who have completed at least 2 years' continuous service with the Employer shall be entitled to an additional week's notice. 5.3 6.3 The provisions of clause 5.2 6.2 shall not apply to casual Employees, who are engaged and paid by the hour. 5.4 6.4 Nothing in this Agreement shall affect the right of the Employer to dismiss an Employee without notice where the Employee is guilty of serious misconduct. For the purposes of this clause, serious misconduct includes: 5.4.1 6.4.1 Wilful, or deliberate, behaviour by an Employee that is inconsistent with the continuation of employment, including: i. theft; ii. fraud (including falsifying time records); iii. assault; iv. attendance at the workplace under the affects of prohibited drugs or alcohol ; v. the Employee refusing to carry out the Employer's ’s lawful and reasonable instruction; or vi. the Employee not complying with the policies and procedures of the Employer; or 5.4.2 vii. Trafficking or possession of prohibited substances on the Employer’s premises; or viii. Reporting for work or returning from breaks affected by alcohol or illegal drugs; or ix. Physically striking or making threats of violence to a fellow employee, Manager, or customer; or x. Possession of firearms, explosives or illegal weapons on the Employer’s premises; or xi. Using severe abusive language towards fellow employees, Managers or customers; or xii. Deliberate and willful damage to Venue, fellow employee, or customer property or equipment; or xiii. Serious and deliberate abuse of the Employer’s electronic communication systems; or xiv. Willful and deliberate neglect in performing tasks or procedures assigned to a position which could result in significant loss or damage to the Employer’s; or xv. Providing fraudulent, misleading, or inaccurate information on application for employment with the Employer’s; or xvi. Sexual or physical harassment, threatening, intimidating, compelling or interfering, or any other form of discrimination against fellow employees or customers; or xvii. Sleeping during working hours; or xviii. Altering, falsifying, tampering with time records, or recording time on a fellow employee’s time record; or 6.4.2 Conduct that causes imminent, and serious, risk to: i. the health, or safety, of a person; or ii. the reputation, viability or profitability of the Employer's ’s business. 5.5 6.5 Notwithstanding clauses 5.1 6.1 and 5.26.2, Employees absent from work for a period of three consecutive rostered shifts without the consent of the Employer and without notification to the Employer shall be deemed to have terminated their employment by abandonment. 5.6 6.6 Upon termination of employment, the Employee shall immediately return all documents, publications, manuals, corporate uniforms and other property, which are in the Employee's ’s possession as a consequence of that employment. 6.7 Any outstanding property of the Employer or moneys owed by the Employee to the Employer, must be reimbursed to the Employer upon termination or the outstanding property or monies will be deemed to be stolen from the Employer.