Counselling and Disciplinary Procedure. This procedure is to be followed for all disciplinary cases, for cases of unsatisfactory performance or conduct, or for breaches of procedures including safety, environmental, sexual harassment or drugs and alcohol procedures.
Counselling and Disciplinary Procedure. (a) The Company and Employees will consult on a regular basis to ensure clear understanding by all Parties of expected performance outcomes. Regular feedback should be given to Employees by supervisors regarding such expected performance outcomes.
Counselling and Disciplinary Procedure. After initial counselling and where employee/s continue to transgress reasonable employment requirements the employee/s shall be subject to the following procedures:
Counselling and Disciplinary Procedure. In order to sustain a work culture that maintains the trust relationship, Employees and the Company will abide by the employee performance procedure outlined below.
Counselling and Disciplinary Procedure. 3.1 In the event that an Employee fails to maintain standards of conduct and/or standards of performance after the first six (6) months of employment under this Agreement the following procedures will apply: STEP ONE – Written Warning
Counselling and Disciplinary Procedure. This Procedure shall not apply where actions and/or behaviour of an employee are such as to constitute grounds for summary dismissal. In any reasonable case where the actions and/or behaviour of an employee are unacceptable to the employer the employee shall be counselled. This will be "on the run" and is part of the day to day working relationship. The employee will be advised that this is the informal stage of counselling. Should the counselling "on the run" be unsuccessful, the employee shall be formally counselled in the presence of the Union delegate or any other authorised representative. The employer shall clearly identify the unacceptable actions and/or behaviour and advise in writing on corrective measures and a review date. Where the formal counselling has failed to correct the unacceptable actions and/or behaviour a further review will occur and will incorporate a final written warning to the employee identifying the unacceptable actions and/or behaviour, the corrective measures and a review date. Where the formal counselling has failed to correct the unacceptable actions and/or behaviour a further review will occur and will incorporate a final written warning to the employee identifying the unacceptable actions and/or behaviour, the corrective measures required, review date and advising of subsequent steps which may be taken. If no change occurs by the review date and after reviewing of all facts the employer may exercise the options available and downgrade the employee or provide alternative non driving duties or direct the employee on disciplinary leave or give notice or termination. Where warnings have been made under the procedure prescribed herein and a subsequent review shows that the appropriate corrective measures have been taken by the employee, then the warning shall be withdrawn from the employee’s file after the expiration of a 12 month period. Consideration of previous driving records/history should be taken into account prior to recommending disciplinary action.
Counselling and Disciplinary Procedure. The primary purpose of this procedure is to ensure all employees are informed of and given the opportunity to meet the standards required by the Company.
Counselling and Disciplinary Procedure. In the event of Xxxxxx considering taking corrective action as a result of an employee's behaviour or performance, the employee concerned shall be subject to this Counselling and Disciplinary procedure. Where a formal procedure is initiated, the employee shall be advised of his/her right to have a support person present for the meeting. The role of the support person is to provide support, not to advocate on behalf of the employee. The formal procedure will incorporate: 1st Instance – a formal verbal warning of which the parties shall retain a record of discussions. 2nd Instance – a written warning issued by the employee’s Manager including: Details of the unacceptable behaviour/performance, Details of the expected standard of behaviour/performance and the time frame within which such behaviour/performance shall occur and, The consequences of failing to meet the accepted standard. 3rd further Instance – termination of employment providing a full and proper investigation has occurred. Notwithstanding the above, Xxxxxx shall have the right to bypass any of the steps outlined above depending on the seriousness of the matter and to dismiss any employee without notice for conduct that justifies instant dismissal, including misconduct, malingering, neglect of duty, and in such cases wages shall be paid up to the time of dismissal only.
Counselling and Disciplinary Procedure. During the life of the Agreement all counseling and discipline matters shall be dealt with in accordance with the Unimin Counselling and Disciplinary Policy (Appendix 2 of the Agreement).
Counselling and Disciplinary Procedure. The Centre is committed to resolving problems through open communication and in a manner that is consistent with cooperative work practices, and the principles of natural justice.
