Breaches of the Code of Conduct. 5.1 Misconduct involves contravention of the above obligations. Serious misconduct involves serious and/or repeated contravention of the above obligations.
5.2 If established, misconduct may lead to a reprimand and warning. Serious misconduct, if established, will usually lead to summary dismissal, that is, dismissal without notice.
5.3 Serious misconduct is behaviour which undermines the contractual relationship between employee and employer, and/or threatens the wellbeing of the organisation, or its staff and students. Serious misconduct includes, but is not confined to, the examples below:
a) Refusing to perform properly specified duties or carry out lawful and reasonable instructions of managers or supervisors.
b) Assaulting or threatening to assault any employee, student, or visitor on University premises.
c) Behaving in a manner causing risks to the health or safety of students or staff or otherwise failing to comply with the Health and Safety in Employment Act 1992 and any amended or substituted Acts and/or the University’s Health and Safety Policy and related guidelines .
d) Being affected by alcohol or non-prescription drugs while at work.
e) Having unauthorised possession of or removing property belonging to the University, another staff member, student or visitor.
f) Willfully submitting a false claim for payment or expenses, or any other deliberate falsification of a University record.
g) Deliberately or recklessly acting, or failing to act, in a manner resulting in serious damage to University property.
h) Repeatedly or seriously contravening the Standards of Conduct set out in section 4 of this Code.
Breaches of the Code of Conduct. 5.1 Misconduct involves contravention of the above obligations. Serious misconduct involves serious and/or repeated contravention of the above obligations.
5.2 If established, misconduct may lead to a reprimand and warning. Serious misconduct, if established, will usually lead to summary dismissal, that is, dismissal without notice.
5.3 Serious misconduct is behaviour which undermines the contractual relationship between employee and employer, and/or threatens the wellbeing of the organisation, or its staff and students. Serious misconduct includes, but is not confined to, the examples below:
Breaches of the Code of Conduct. Breaches of the Code of Conduct may lead to a notification of unacceptable behaviour and a warning or the immediate end to your services as a volunteer. Repeated breaches of the Code of Conduct will lead to the immediate end of your services as a volunteer.
Breaches of the Code of Conduct. (i) Matters concerning possible breaches of the Code of Conduct as specified at 13.1 and 13.2 above, will be dealt with in accordance with the procedures established by the President pursuant to relevant provisions of the Public Service Xxx 0000, Public Service Commissioner's Directions and the Public Service Regulations 1999 and principles governing the application of natural justice.
(ii) Non ongoing employees and employees on probation are excluded from the provisions of clause 13.3 as this is dealt with under the terms of their engagement.
Breaches of the Code of Conduct breaches of the APs code of conduct will be dealt with under procedures established in accordance with s.15 of the Public Service Act 1999. changes to the procedures will be addressed by consultation within the Mint consultative forum.
Breaches of the Code of Conduct. (i) Matters concerning possible breaches of the Code of Conduct as specified at 13.1 and 13.2 above, will be dealt with in accordance with the procedures established by the President pursuant to relevant provisions of the Public Service Act 1999, Public Service Commissioner's Directions and the Public Service Regulations 1999 and principles governing the application of natural justice. (ii) Non ongoing employees and employees on probation are excluded from the provisions of clause 13.3 as this is dealt with under the terms of their engagement.
14.1 The purpose of the Commission’s Performance Management Scheme is to strengthen and support the Commission in performing its functions by providing regular and formal assessment of employees’ work performance and to provide employees with skill development and career advancement opportunities.
14.2 Participation in, and operation of, the Scheme will be in accordance with the Performance Management Guidelines. Annual assessment of an employee's performance will be the basis of salary progression within the pay points assigned to their classification and may also be taken into account: when considering an employee for temporary reassignment of duties or promotion ; or as a basis to commence proceedings in relation to the unsatisfactory performance of duties or misconduct. If the Commission introduces performance-based pay, it will be allocated on the basis of the performance assessment under this scheme.
Breaches of the Code of Conduct. (i) Examples of failure to comply with the Athlete's Code of Conduct (normally regarded as misconduct) include: - minor breach of Club policies; - refusal to follow instructions e.g. from a Club or race official; - obscene language or other offensive behaviour.
(ii) Examples of a serious breach of the Club’s Code of Conduct include: - unlawful discrimination or harassment; - physical violence or bullying; - bringing the Club into serious disrepute; - causing loss or damage or injury through serious negligence; - theft or fraud; - serious breach of health and safety rules and misuse of safety equipment; - serious breach of confidence; - serious breach of Club or British Rowing policies and procedures; - use of banned or illegal substances; - unauthorised use or disclosure of confidential information. These lists are not exhaustive, and are intended as a guide. Any significant or repeated breach of this Code of Conduct may be investigated under the appropriate disciplinary or grievance procedure. Reports or complaints should be made in the first instance to the Club Welfare Officer or another appropriate Club Officer.
Breaches of the Code of Conduct. Students who breach these guidelines should expect penalties to be imposed by the College. The College treats all breaches of the Code seriously but also recognises that breaches and behaviours may be considered on a case by case basis, and on a scale from minor to very serious. Whilst the College, in most circumstances, will seek the input of community members, the College reserves the right to make the final decision when determining the nature of the process applied to breaches and resultant consequences. The Xxxx of Students has primary responsibility for the maintenance of good order in the College. Breaches of discipline will be referred to the Xxxx of Students in the first instance for investigation and resolution (unless deemed impractical or inappropriate to do so). Where appropriate and necessary, the Xxxx of Students will consult with the Head of College, Xxxx of Studies and more widely with the Student Club Executive, Resident Tutors, Youth Workers and other key stakeholders regarding the situation. Based on recommendations, the Head of College will then determine appropriate discipline penalties. Forms of consequential action for inappropriate behaviour may include but are not limited to: damages costs, fines, suspension from privileges, unpaid community service, behavioural probation, suspension or expulsion from the College. Consequential action may be more severe for repeat offenders and those who do not voluntarily come forward but are subsequently found to have offended: ● Incident documented in duty log which may lead to discussion with the Xxxx of Students and, in some cases, The Head of College, the Student Club President or other nominated member of the Student Executive. ● Formal warning (which may be written). This may also require the person or persons paying liquidated damages to the College. ● Behavioural contract and probation. ● Code of Conduct Committee may be convened to determine appropriate consequences. ● Suspension from College. ● Permanent departure from College.
Breaches of the Code of Conduct. (i) Matters concerning possible breaches of the Code of Conduct as specified at 12.1 and 12.2 above, will be dealt with in accordance with the procedures established by the President pursuant to relevant provisions of the Public Service Act 1999, Public Service Commissioner's Directions and the Public Service Regulations 1999 and principles governing the application of natural justice.
13. Performance management framework
13.1. The purpose of the Commission’s Performance Management Scheme is to strengthen and support the Commission in performing its functions by providing regular and formal assessment of employees’ work performance and to provide employees with skill development and career advancement opportunities.
13.2. Further information can be found in the Performance Management Guidelines.
Breaches of the Code of Conduct. An employee who is suspected to have breached the APS Code of Conduct will be dealt with in accordance with GBRMPA’s Procedures for Managing Breaches of the Code of Conduct. If a determination is made that an employee has breached the Code of Conduct, the employee may be counselled or a sanction may be imposed on the employee under section 15 of the Public Service Act 1999: ⮚ Termination of employment; ⮚ Reduction in classification; ⮚ Reassignment of duties; ⮚ Reduction in salary; ⮚ Deductions from salary, by way of fine; or ⮚ A reprimand.
