COUNSELLING AND DISCIPLINARY ACTION. 29.1 Each employee bears the ultimate responsibility for his/her actions and ability or willingness to comply with Company standards.
29.2 Problems are generally divided into three categories: • Work performance / Attendance / Conduct.
29.3 Where it is recognised that an employee is having a problem in any of the above categories then the following will apply: • The relevant supervisor and employee shall discuss the issue.
29.4 Where an employee continues to transgress then the following will apply: • A written reminder will be provided to the employee by the Contract Manager or his nominee.
29.5 Where practicable, to assist an employee in resolving his/her problem, the Company may provide support i.e. Counselling, and/or training to any employee, which in the Company’s opinion may be reasonable under the circumstances.
29.6 Where after the abovementioned reminder has been issued and the employee continues to transgress, then the onus is on the employee to show cause why his/her employment should not be terminated.
29.6.1 In any situation where the Contract Manager or his nominee confers with an employee on a disciplinary matter, the employee is entitled to request that a witness be present. The manager will agree to any reasonable request insofar as having a witness present.
29.7 In any circumstances where an employee has received a written reminder and continues in the employment of the Company for a further six months without receiving a further written reminder then the initial written reminder may be erased from the employees file
29.8 An employee may view his/her file after giving reasonable notice to do so.
29.9 Nothing in this clause shall deny the Company its rights to dismiss any employee without notice for any conduct, action or otherwise that justifies instant dismissal and in such cases wages shall be paid up to the time of dismissal only.
COUNSELLING AND DISCIPLINARY ACTION. 29.1 Each employee bears the ultimate responsibility for his/her actions and ability or willingness to comply with Company standards.
29.2 Problems are generally divided into three categories: • Work performance/Attendance/Conduct.
29.3 Where it is recognised that an employee is having a problem in any of the above categories then the following will apply: • The relevant supervisor and employee shall discuss the issue.
29.4 Where an employee continues to transgress then the following will apply: • A written reminder will be provided to the employee by the Contract Manager or his nominee.
29.5 Where practicable, to assist an employee in resolving his/her problem, the Company may provide support i.e. Counselling, and/or training to any employee, which in the Company’s opinion may be reasonable under the circumstances.
29.6 Where after the abovementioned reminder has been issued and the employee continues to transgress, then the onus is on the employee to show cause why his/her employment should not be terminated. In any situation where the Contract Manager or his nominee confers with an employee on a disciplinary matter, the employee is entitled to request that a witness be present. The manager will agree to any reasonable request insofar as having a witness present.
COUNSELLING AND DISCIPLINARY ACTION. In any circumstances where an employee has received a written reminder and continues in the employment of the Company for a further six months without receiving a further written reminder then the initial written reminder may be erased from the employees file An employee may view his/her file after giving reasonable notice to do so. Nothing in this clause shall deny the Company its rights to dismiss any employee without notice for any conduct, action or otherwise that justifies instant dismissal and in such cases wages shall be paid up to the time of dismissal only.
COUNSELLING AND DISCIPLINARY ACTION. 30.1.1 Each employee bears the ultimate responsibility for his/her actions and ability or willingness to comply with Company standards. Each employee shall comply with the Company’s Disciplinary Policy.
COUNSELLING AND DISCIPLINARY ACTION. Where an incident has occurred that requires an Employee to be counselled or disciplined the Wood Australia Disciplinary Procedure (HRM-PRO-100373 Revision 1) will be followed as attached at Appendix C.
COUNSELLING AND DISCIPLINARY ACTION. 28.1 Each employee bears the ultimate responsibility for his/her actions and ability or willingness to comply with Company standards.
28.2 Problems are generally divided into three categories: • Work performance • Attendance • Conduct.
28.3 Where it is recognised that an employee is having a problem in any of the above categories then subject to the terms of this clause, the following may apply: • A verbal counselling will take place with the employee by the relevant supervisor.
28.4 Where an employee continues to transgress then the following will apply: • The relevant manager or his/her representative will provide a written warning to the employee.
28.5 Where necessary, the Company will provide support systems and assistance to any employee which in the reasonable opinion of the Company may be appropriate to assist an employee in resolving his/her problem.
28.6 Where after the abovementioned warning (or assistance where appropriate) has been followed and the employee continues to transgress, then the onus is on the employee to show cause why his/her employment should not be terminated.
28.6.1 In any situation where the relevant manager or his/her representative confers with an employee on a disciplinary matter, the employee is entitled to request that a witness be present. The manager will adhere to any reasonable request.
28.6.2 At any time where the employee wishes to dispute any disciplinary outcome then he/she shall do so in accordance with the Avoidance of Dispute Procedure of this Agreement.
COUNSELLING AND DISCIPLINARY ACTION. In any circumstances where an employee has received a written reminder and continues in the employment of the Company for a further six months without receiving a further written reminder then the initial written reminder may be erased from the employees file
COUNSELLING AND DISCIPLINARY ACTION. Each employee bears the ultimate responsibility for their actions and ability or willingness to comply with Company standards. Problems that may require Counselling and Disciplinary Action are generally divided into three categories:
(a) Work performance
(b) Attendance
(c) Conduct. Where it is recognised that an employee is having a problem in any of the above categories then the following will apply:
8.3.1. First warning verbal An oral reminder will be issued to the employee by the relevant supervisor. Where an employee continues to transgress then the following will apply:
COUNSELLING AND DISCIPLINARY ACTION. The counselling and disciplinary action will be undertaken by the Company in accordance with applicable policies.
COUNSELLING AND DISCIPLINARY ACTION. 5.1. Where an employee is deemed to have a poor Personal/Xxxxx’s Leave record the interview and disciplinary action is taken in accordance with Appendix 5 – Behaviour Improvement Process Guidance.
5.2. Where an improvement in attendance is forthcoming an employee who does not progress to the next step in the procedure within a period of twelve (12) months shall fall back one step in the procedure and this will be recorded on his/her personal file.
