Common use of Unsatisfactory Work Performance Clause in Contracts

Unsatisfactory Work Performance. Provisions of the Workplace Relations Act relating to ending of employment apply. All employees departing from the standards as outlined within the CCR Group Code of Conduct will be dealt with accordingly. A copy of the Code of Conduct can be provided to employees on request. Unless the penalty associated with the departure results in termination of employment of the employee, the employer may exhaust the following efforts. 25.2.1 If the employer is concerned about the work performance of an employee, the employer shall meet with the employee and tell the employee about their concerns. The employer will advise the employee of the standard of work or behaviour that is required and the employer will discuss ways and methods to improve the employee's work and conduct. 25.2.2 The employer may give to the employee some information about appropriate organisations who can offer assistance, training, counselling or dispute resolution to help the employee improve their work performance. 25.2.3 The employer and employee will have a discussion after which a reasonable period will be set for the employee to reach an acceptable work performance or conduct. The employee should be warned that their employment will be ended if acceptable performance levels or appropriate behaviour are not reached. 25.2.4 The employer shall discuss with the employee during the set period whether there has been any improvement by the employee and, if necessary, to further warn the employee that their employment will end if that improvement is not reached. 25.2.5 The meetings and warnings given to the employee will be put in writing, dated, and signed by both the employer and the employee. 25.2.6 If the employee cannot achieve an acceptable performance or behaviour within the period set, the employee may be dismissed from employment with appropriate notice or payment instead of notice.

Unsatisfactory Work Performance. Provisions (a) The provisions of the Workplace Relations Act relating to ending of employment apply. All employees departing from the standards as outlined within the CCR Group Code of Conduct will be dealt with accordingly. A copy of the Code of Conduct can be provided to employees on request. Unless the penalty associated with the departure results in termination of employment of the employee, the employer may exhaust the following efforts. 25.2.1 (b) If the employer is concerned about the work performance of an employee, the employer shall meet with the employee and tell the employee about their concerns. The employer will advise the employee of the standard of work or behaviour that is required and the employer will discuss ways and methods to improve the employee's work performance and conduct. 25.2.2 (c) The employer may give to provide the employee some with information about appropriate organisations who can offer assistance, training, counselling or dispute resolution to help the employee improve their work performance. Where such assistance is agreed upon by the employer and the employee as an appropriate course of action to improve work performance, any cost payable for such assistance will be shared equally by both parties. 25.2.3 (d) The employer and employee will have a discussion after during which a reasonable mutually agreed time period will be set for the employee to reach an acceptable work performance or and/or conduct. The employee should be warned that their employment will be ended if acceptable performance levels or appropriate behaviour are not reached. 25.2.4 (e) The employer shall discuss with the employee during the set period whether there has been any improvement by in the employee employee’s work performance and/or conduct and, if necessary, to further warn the employee that their employment will end if that improvement is not reached. 25.2.5 (f) The meetings and warnings given to the employee will be put in writing, dated, and signed by both the employer and the employee. 25.2.6 (g) If the employee cannot achieve an acceptable work performance or behaviour and/or conduct within the period setagreed time period, the employee may be dismissed from employment with appropriate notice or payment instead of notice.

Unsatisfactory Work Performance. Provisions of the Workplace Relations Act relating to ending of employment apply. All employees departing from the standards as outlined within the CCR Group Code of Conduct will be dealt with accordingly. A copy of the Code of Conduct can be provided to employees on request. Unless the penalty associated with the departure results in termination of employment of the employee, the employer may exhaust the following efforts. 25.2.1 (i) If the employer is concerned about the work performance of an employee’s performance or conduct, the employer shall meet consult with the employee and tell make the employee about their concernsconcerns known. The employer will advise the employee of the standard level of work performance or behaviour that is required acceptable and the employer will discuss ways and methods to improve the employee's work and conductmeans that an acceptable level may be achieved. 25.2.2 (ii) The employer may give to the employee some information about supply contact details of appropriate organisations who can offer assistance, for assistance and support in the event of training, counselling or dispute resolution to help the employee improve their work performancebeing required. 25.2.3 The employer and employee will have a discussion after which a (iii) A reasonable time period will be set of not more than 10 working days to show improvement for the employee to reach an achievement of acceptable work performance or conductconduct shall be discussed and set. The employee should will be warned that their employment will be ended terminated if acceptable performance levels or appropriate behaviour are is not reached. 25.2.4 (iv) The employer shall discuss consult with the employee during the set period whether there has been any improvement by the employee to discuss progress and, if necessary, to further warn the employee that their termination of employment will end occur if that improvement is acceptable levels are not reached. 25.2.5 (v) An employee may elect to have a support person during discussions as set out in clauses 16.2, (i), (iii), & (iv). (vi) The meetings and warnings given to the employee will shall be put recorded in writing, dated, and signed by both the employer and the employee. 25.2.6 If the employee cannot achieve an . Should acceptable performance or behaviour not be achieved within the time period set, the employee may be dismissed from employment with on appropriate notice or payment instead in lieu of noticenotice as provided herein. Where dismissal is being considered by the employer the employee is entitled to seek the assistance of a representative (at their own cost) that the employee nominates; to participate/represent in these discussions on the employee’s behalf. (vii) The provisions of this Clause 16 do not apply to behaviour of the kind referred to in Clause 6- definitions-Gross misconduct.

Unsatisfactory Work Performance. Provisions 1. The provisions of the Workplace Relations Act Commonwealth (1996) relating to ending termination of employment apply. All employees departing from the standards as outlined within the CCR Group Code of Conduct will be dealt with accordingly. A copy of the Code of Conduct can be provided to employees on request. Unless the penalty associated with the departure results in termination of employment of the employee, the employer may exhaust the following efforts. 25.2.1 If 2. Subject to b) above, if the employer is concerned about the work performance or conduct of an the employee, the employer shall meet with the employee and tell inform the employee about their the employers concerns. The employer will advise the employee of the standard of work or behaviour that is required and the employer will discuss ways and methods to improve the employee's ’s work and conduct. 25.2.2 3. The employer may give to the employee some information about of appropriate organisations who which can offer assistance, training, counselling or dispute resolution to help the employee improve their work performance. 25.2.3 4. The employer and employee will have a discussion meet to discuss “the way forward” after which a reasonable time period will be set determined/agreed for the employee to reach an acceptable work performance or conduct. The employee should shall be warned that their his/her employment will be ended if acceptable performance levels or appropriate behaviour are is not reached. 25.2.4 5. The employer shall discuss with the employee during the set agreed period whether there has been any improvement by the employee and, if necessary, to further again warn the employee that their his/her employment will end if that the agreed improvement is not reached. 25.2.5 6. The meetings and warnings warning given to the employee will be put recorded in writing, dated, and signed by both the employer and the employee. 25.2.6 7. If the employee cannot achieve an acceptable performance or behaviour within the time period setagreed, the employee may be dismissed from employment with appropriate notice or payment instead of noticenotice as set our in a) above.