Common use of Conduct Management Clause in Contracts

Conduct Management. (a) Where the Employer is considering termination of employment for reasons related to an Employee’s conduct, the Employer will implement the procedure in cll.27.3(b) and (c). (b) The Employer will advise the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s conduct; (ii) the time, date and place of the meeting to discuss the Employee’s conduct; (iii) the Employee’s right to be accompanied by a representative of the Employee’s choice at any meeting scheduled to discuss the Employee’s conduct; (iv) the Employer’s right to terminate the Employee’s employment should the Employer’s concern(s) not be resolved. (c) The formal conduct management meeting(s) will: (i) include discussion of the Employer’s concern(s) with the Employee’s conduct; (ii) give the Employee an opportunity to respond to the Employer’s concern(s) unless the Employer could not reasonably have been expected to provide the employee with that opportunity. (d) Concern(s) with an Employee’s conduct may be resolved by: (i) summary dismissal, where the Employee is guilty of serious misconduct of a kind such that it would be unreasonable to require the Employer to continue the employment during the notice period; (ii) issuing the Employee with a warning or a final warning in writing; (iii) terminating the employment of the Employee in accordance with the relevant notice provision; (iv) other action, appropriate to the situation including professional development, counselling, mentoring or other assistance as deemed appropriate; or (v) no further action being taken.

Conduct Management. 36.2.1 This clause will not apply to a Casual Employee or to an Employee serving a minimum period of employment pursuant to cl.11 (aMinimum employment period) of this Agreement. 36.2.2 Where the Employer is considering termination of employment for reasons related to an Employee’s conduct, the Employer will implement the procedure in cll.27.3(b) cll.36.2.3 and (c)cl.36.2.4. (b) 36.2.3 The Employer will advise the Employee in writing of: (ia) the Employer’s concern(s) concern with the Employee’s conduct; (iib) the time, date and place of the meeting to discuss the Employee’s conduct; (iiic) the Employee’s right to be accompanied by a representative nominee of the Employee’s choice at any meeting scheduled to discuss the Employee’s conduct;; and (ivd) the Employer’s right to terminate the Employee’s employment should the Employer’s concern(s) concerns not be resolved. (c) 36.2.4 The formal conduct management meeting(s) will: (ia) include discussion of the Employer’s concern(s) concern with the Employee’s conduct;; and (iib) give the Employee an opportunity to respond to the Employer’s concern(s) concerns unless the Employer could not reasonably have been expected to provide the employee Employee with that opportunity. (d) Concern(s) 36.2.5 Concerns with an Employee’s conduct may be resolved by: (ia) summary dismissal, where the Employee is guilty of serious misconduct of a kind such that it would be unreasonable to require the Employer to continue the employment during the notice period; (iib) issuing the Employee with a warning or a final warning in writing; (iiic) terminating the employment of the Employee in accordance with the relevant notice provision;; or (ivd) other action, appropriate to the situation including professional development, counselling, mentoring or other assistance as deemed appropriate; or (v) no further action being takensituation.

Conduct Management. (a) Where the Employer is considering termination of employment for reasons related to an Employee’s conduct, the Employer will implement the procedure in cll.27.3(b) and (c)this clause. (b) The Employer will advise the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s conduct; (ii) the time, date and place of the meeting to discuss the Employee’s conduct; (iii) the Employee’s right to be accompanied by a representative nominee of the Employee’s choice at any meeting scheduled to discuss the Employee’s conduct; (iv) the Employer’s right to terminate the Employee’s employment should the Employer’s concern(s) not be resolved. (c) The formal conduct management meeting(s) will: (i) include discussion of the Employer’s concern(s) with the Employee’s conduct; (ii) give the Employee an opportunity to respond to the Employer’s concern(s) unless the Employer could not reasonably have been expected to provide the employee with that opportunity). (d) Concern(s) with an Employee’s conduct may be resolved by: (i) summary dismissal, where the Employee is guilty of serious misconduct of a kind such that it would be unreasonable to require the Employer to continue the employment during the notice period; (ii) issuing the Employee with a warning or a final warning in writing; (iii) terminating the employment of the Employee in accordance with the relevant notice provision; (iv) other action, appropriate to the situation including professional development, counselling, mentoring or other assistance as deemed appropriate; orsituation; (v) taking no further action being takenaction.

Conduct Management. (a) Where the Employer is considering termination of employment for reasons related to an Employee’s conduct, the Employer will implement the procedure in cll.27.3(b) and (c)this clause. (b) The Employer will advise the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s conduct; (ii) the time, date and place of the meeting to discuss the Employee’s conduct; (iii) the Employee’s right to be accompanied by a representative support person of the Employee’s choice at any meeting scheduled to discuss the Employee’s conduct; (iv) the Employer’s right to terminate the Employee’s employment should the Employer’s concern(s) not be resolved. (c) The formal conduct management meeting(s) will: (i) include discussion of the Employer’s concern(s) with the Employee’s conduct; (ii) give the Employee an opportunity to respond to the Employer’s concern(s) unless the Employer could not reasonably have been expected to provide the employee with that opportunity). (d) Concern(s) with an Employee’s conduct may be resolved by: (i) issuing the Employee with a warning or a final warning in writing; (ii) terminating the employment of the Employee in accordance with the relevant notice provision; (iii) summary dismissal, where the Employee is guilty of serious misconduct of a kind such that it would be unreasonable to require the Employer to continue the employment during the notice period; (ii) issuing the Employee with a warning or a final warning in writing; (iii) terminating the employment of the Employee in accordance with the relevant notice provision; (iv) other action, appropriate to the situation including professional development, counselling, mentoring or other assistance as deemed appropriate; orsituation; (v) taking no further action being takenaction.

Conduct Management. (a) Where the Employer is considering termination of employment for reasons related to an Employee’s conduct, the Employer will observe procedural and substantive fairness, and will implement the procedure in cll.27.3(b) and (c)this clause. (b) The Employer will advise the Employee in writing of: (i) the Employer’s concern(s) concern with the Employee’s conduct; (ii) the time, date and place of the meeting to discuss the Employee’s conduct; (iii) the Employee’s right to be accompanied by a representative nominee of the Employee’s choice at any meeting scheduled to discuss the Employee’s conduct; (iv) the Employer’s right to terminate the Employee’s employment should the Employer’s concern(s) concerns not be resolved. (c) The formal conduct management meeting(s) will: (i) include discussion of the Employer’s concern(s) concern with the Employee’s conduct; (ii) give the Employee an opportunity to respond to the Employer’s concern(s) unless the Employer could not reasonably have been expected to provide the employee with that opportunityconcerns. (d) Concern(s) Concerns with an Employee’s conduct may be resolved by: (i) summary dismissal, where the Employee is guilty of serious misconduct of a kind such that it would be unreasonable to require the Employer to continue the employment during the notice period; (ii) issuing the Employee with a warning or a final warning in writing; (iii) terminating the employment of the Employee in accordance with the relevant notice provision;; or (iv) other action, appropriate to the situation including professional development, counselling, mentoring or other assistance as deemed appropriate; or (v) no further action being takensituation.

Conduct Management. (a) Where the Employer is considering termination of employment for reasons related to an Employee’s conduct, the Employer will implement the procedure in cll.27.3(bcll.26.3(b) and (c). (b) The Employer will advise the Employee in writing of:of:‌ (i) the Employer’s concern(s) with the Employee’s conduct; (ii) the time, date and place of the meeting to discuss the Employee’s conduct; (iii) the Employee’s right to be accompanied by a representative of the Employee’s choice at any meeting scheduled to discuss the Employee’s conduct; (iv) the Employer’s right to terminate the Employee’s employment should the Employer’s concern(s) not be resolved.resolved.‌ (c) The formal conduct management meeting(s) will: (i) include discussion of the Employer’s concern(s) with the Employee’s conduct;conduct;‌ (ii) give the Employee an opportunity to respond to the Employer’s concern(s) unless the Employer could not reasonably have been expected to provide the employee with that opportunity. (d) Concern(s) with an Employee’s conduct may be resolved by: (i) summary dismissal, where the Employee is guilty of serious misconduct of a kind such that it would be unreasonable to require the Employer to continue the employment during the notice period; (ii) issuing the Employee with a warning or a final warning in writing; (iii) terminating the employment of the Employee in accordance with the relevant notice provision; (iv) other action, appropriate to the situation including professional development, counselling, mentoring or other assistance as deemed appropriate; or (v) no further action being taken.

Conduct Management. (a) Where the Employer is considering termination of employment for reasons related to an Employee’s conduct, the Employer will implement the procedure in cll.27.3(b) and (c)this clause. (b) The Employer will advise the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s conduct; (ii) the proposed process of investigation (if any); and (iii) the time, date and place of the meeting to discuss the Employee’s conduct; (iiiiv) the Employee’s right to be accompanied by a representative nominee of the Employee’s choice at any meeting scheduled to discuss the Employee’s conduct; (ivv) the Employer’s right to terminate the Employee’s employment should the Employer’s concern(s) not be resolved. (c) The formal conduct management meeting(s) will: (i) include Include discussion of the Employer’s concern(s) with the Employee’s conduct; (ii) give the Employee an opportunity to respond to the Employer’s concern(s) unless the Employer could not reasonably have been expected to provide the employee with that opportunity). (d) Concern(s) with an Employee’s conduct may be resolved by: (i) summary dismissal, where the Employee is guilty of serious misconduct of a kind such that it would be unreasonable to require the Employer to continue the employment during the notice period; (ii) issuing the Employee with a warning or a final warning in writing; (iii) terminating the employment of the Employee in accordance with the relevant notice provision; (iv) conclude the process, with no further action being taken; (v) other action, appropriate to the situation including professional development, counselling, mentoring or other assistance as deemed appropriate; or (v) no further action being takensituation.

Conduct Management. (a) Where the Employer is considering termination of employment for reasons related to an Employee’s conduct, the Employer will observe procedural and substantive fairness, and will implement the procedure in cll.27.3(b) and (c)this clause. (b) The Employer will advise the Employee in writing of: (i) the Employer’s concern(s) concern with the Employee’s conduct; (ii) the time, date and place of the meeting to discuss the Employee’s conduct; (iii) the Employee’s right to be accompanied by a representative nominee of the Employee’s choice at any meeting scheduled to discuss the Employee’s conduct; (iv) the Employer’s right to terminate the Employee’s employment should the Employer’s concern(s) concerns not be resolved. (c) The formal conduct management meeting(s) will: (i) include discussion of the Employer’s concern(s) concern with the Employee’s conduct; (ii) give the Employee an opportunity to respond to the Employer’s concern(s) unless the Employer could not reasonably have been expected to provide the employee with that opportunityconcerns. (d) Concern(s) Concerns with an Employee’s conduct may be resolved by: (i) summary dismissal, where the Employee is guilty of serious misconduct of a kind such that it would be unreasonable to require the Employer to continue the employment during the notice period; (ii) issuing the Employee with a warning or a final warning in writing; (iii) terminating the employment of the Employee in accordance with the relevant notice provision; (iv) other action, appropriate to the situation including professional development, counselling, mentoring or other assistance as deemed appropriate; or (v) no further action being takensituation.

Conduct Management. (a) Where the Employer is considering termination of employment for reasons related to an Employee’s conduct, the Employer will implement the procedure in cll.27.3(b) and (c)this clause. (b) The Employer will advise the Employee in writing of: (i) the Employer’s concern(s) concern with the Employee’s conduct; (ii) the time, date and place of the meeting to discuss the Employee’s conduct; (iii) the Employee’s right to be accompanied by a representative nominee of the Employee’s choice at any meeting scheduled to discuss the Employee’s conduct; (iv) the Employer’s right to terminate the Employee’s employment should the Employer’s concern(s) concerns not be resolved. (c) The formal conduct management meeting(s) will: (i) include discussion of the Employer’s concern(s) concern with the Employee’s conduct; (ii) give the Employee an opportunity to respond to the Employer’s concern(s) unless the Employer could not reasonably have been expected to provide the employee with that opportunityconcerns. (d) Concern(s) Concerns with an Employee’s conduct may be resolved by: (i) summary dismissal, where the Employee is guilty of serious misconduct of a kind such that it would be unreasonable to require the Employer to continue the employment during the notice period; (ii) issuing the Employee with a warning or a final warning in writing; (iii) terminating the employment of the Employee in accordance with the relevant notice provision;; or (iv) other action, appropriate to the situation including professional development, counselling, mentoring or other assistance as deemed appropriate; or (v) no further action being takensituation.