Second Formal Interview Clause Samples

Second Formal Interview. File notes will be taken. At the second interview if satisfactory progress has been made then the interview will be suspended. If the employee's performance has not improved then the employee will be told that continued unsatisfactory conduct, attitude or poor/non-performance will lead to dismissal. The employee will receive written confirmation of the interview, its contents and their response with expected improvements also noted. A time and date will be indicated for a follow up meeting to discuss progress. The final meeting will be held within a reasonable period and usually within a month from the second formal interview. The employee will be advised that a support person may accompany him or her to the interview. At the final interview if satisfactory progress has been achieved then the employee will be told they will continue to be monitored and the final interview will be suspended. If the employee’s performance has not improved the interview will continue. The employee will be given details of the alleged unsatisfactory conduct, attitude or poor/non-performance and will be given the opportunity to respond to the allegations. • If the employee's explanations are accepted then the meeting will be discontinued. • If the employee's explanations are reasonably rejected and the unsatisfactory performance, conduct etc. is considered to be sufficient to justify termination of employment, employment will be summarily terminated. The employee will receive written confirmation of the termination of employment. If requested, the reasons for termination will be provided in writing by the Human Resources Manager. The employee will be paid to the date of termination only. All outstanding annual leave and other entitlements will be paid.