Procedure to address poor Performance or Misconduct Sample Clauses
The "Procedure to address poor Performance or Misconduct" clause outlines the steps an organization will take when an employee fails to meet performance standards or engages in inappropriate behavior. Typically, this clause details a process that may include verbal or written warnings, performance improvement plans, and, if necessary, disciplinary actions such as suspension or termination. By establishing a clear and consistent approach, this clause ensures fairness and transparency in handling workplace issues, helping to resolve problems efficiently while protecting both the employer and employee from arbitrary actions.
Procedure to address poor Performance or Misconduct. (a) The procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken.
(b) The Employer will:
(i) notify the Employee in writing of the outcome of the investigation process, including the basis of any conclusion; and
(ii) provide the Employee with a reasonable opportunity to provide information about the matters in clause 18.4(c).
(c) In considering whether to take disciplinary action, the Employer will consider:
(i) whether there is a valid reason related to the Conduct or Performance of the Employee arising from the investigation justifying disciplinary action;
(ii) whether the Employee knew or ought to have known that the Conduct or Performance was below acceptable standards; and
(iii) any explanation by the employee relating to conduct including any matters raised in mitigation.
Procedure to address poor Performance or Misconduct. (a) The procedure applies if, following the investigation, the Health Service reasonably considers that the Doctor’s Conduct or Performance may warrant disciplinary steps being taken.
Procedure to address poor Performance or Misconduct. (a) The procedure applies if, following the investigation, the Employer reasonably considers that the Employee's Conduct or Performance may warrant disciplinary steps being taken.
(b) The Employer will:
(i) notify the Employee in writing of the outcome of the investigation process, including the basis of any conclusion; and
(ii) provide the Employee with a reasonable opportunity to provide information about the matters in 15.4(c).
(c) In considering whether to take disciplinary action, the Employer will consider:
(i) whether there is a valid reason related to the Conduct or Performance of the Employee arising from the investigation justifying disciplinary action;
(ii) whether the Employee knew or ought to have known that the Conduct or Performance was below acceptable standards; and
(iii) any explanation by the Employee relating to Conduct including any matters raised in mitigation.
(d) The Employer will ensure that any disciplinary action being considered under subclause 15.5(a) below arising from an investigation relating to the professional conduct of a nurse or midwife, will be informed by someone with a thorough understanding of applicable professional standards of practice issued by the Australian professional registration body.
Procedure to address poor Performance or Misconduct. (a) The procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s Conduct or Performance may warrant disciplinary steps being taken.
(b) The Employer will:
Procedure to address poor Performance or Misconduct. (a) If following the investigation, the Employer reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken, the Employer will notify the Employee in writing of the basis of its view, and any allegation and meet with the Employee.
(b) In considering whether the Employee should be disciplined the Employer will consider:
(i) whether there is a valid reason related to the conduct of the Employee arising from the investigation justifying the disciplinary process;
(ii) whether the Employee knew or ought to have known that the conduct was below acceptable standards; and
(iii) any explanation by the Employee relating to conduct including any matters raised in mitigation.