Common use of COUNSELLING AND DISCIPLINARY ACTION Clause in Contracts

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 / 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 27.1 Problems are generally divided into three categories: • categories:- Work performance / Attendance / performance/Attendance/Conduct. 29.3 27.2 Where it is recognised that an employee is having a problem in any of the above categories then the following will apply: • apply:- The relevant supervisor and employee shall discuss the issue. 29.4 27.3 Where an employee continues to transgress then the following will apply: • apply:- 27.4 A written reminder will be provided to the employee by the Contract Manager or his nominee. 29.5 27.5 Where practicable, to assist an employee in resolving his/her problem, the Company may provide support i.e. Counsellingcounselling, and/or training to any employee, which in the Company’s opinion may be reasonable under the circumstances. 29.6 27.6 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 27.6.1 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 Manager will agree to any reasonable request insofar as having a witness present. 29.7 27.7 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 employee’s file. 29.8 27.8 An employee may view his/his / her file after giving reasonable notice to do so. 29.9 27.9 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 / 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 file 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. ie. 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 29.7 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 29.8 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 33.1 Each employee bears the ultimate responsibility for his/her actions and ability or willingness to comply with Company standards. 29.2 33.2 Problems are generally divided into three categories: • Work performance / Attendance / Conduct. 29.3 33.3 Where it is recognised that an employee is having a problem in any of the above categories then the following will apply: • The An oral reminder will be issued to the employee by the relevant supervisor and employee shall discuss the issuesupervisor. 29.4 33.4 Where an employee continues to transgress then the following will apply: • A written reminder will be provided to the employee by a manager of the Contract Manager or his nomineeCompany. 29.5 33.5 Where practicable, to assist an employee in resolving his/her problem, the Company may provide support i.e. Counsellingie. counselling, and/or training to any employee, employee which in the Company’s opinion may be reasonable under the circumstances. 29.6 33.6 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 33.6.1 In any situation where the Contract Manager or his nominee site manager 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 Such reasonable request insofar as having a witness presentwill be adhered to by the manager. 29.7 33.7 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 33.8 An employee after making an appointment with the manager may view his/her file. Each file after giving reasonable notice to do sowill contain amongst other entries statutory requirements and comments on an employees oral or written reminders or commendations for good performance. 29.9 33.9 Nothing in this clause shall deny the Company its rights to dismiss any an 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 32.1 Each employee bears the ultimate responsibility for his/her actions and ability or willingness to comply with Company standards. 29.2 32.2 Problems are generally divided into three categories: • Work performance / • Attendance / • Conduct. 29.3 32.3 Where it is recognised that an employee is having a problem in any of the above categories then the following will apply: • The An oral reminder will be issued to the employee by the relevant supervisor and employee shall discuss the issuesupervisor. 29.4 32.4 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 nomineea manager. 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 32.5 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 32.5.1 In any situation where the Contract Manager or his nominee site manager 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 Such reasonable request insofar as having a witness presentwill be adhered to by the manager. 29.7 32.6 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 shall be erased from the employees file. 29.8 59.7 An employee after making an appointment with the manager may view his/her file. Each file after giving reasonable notice to do sowill contain amongst other entries statutory requirements and comments on an employees oral or written reminders or commendations for good performance. 29.9 32.8 Nothing in this clause shall deny the Company its rights to dismiss any an 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 27.1 Problems are generally divided into three categories: • categories:- Work performance / Attendance / performance/Attendance/Conduct. 29.3 27.2 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.apply:- 29.4 27.3 Where an employee continues to transgress then the following will apply: • apply:- 27.4 A written reminder will be provided to the employee by the Contract Manager or his nominee. 29.5 27.5 Where practicable, to assist an employee in resolving his/her problem, the Company may provide support i.e. Counsellingcounselling, and/or training to any employee, which in the Company’s opinion may be reasonable under the circumstances. 29.6 27.6 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 27.7.1 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 Manager will agree to any reasonable request insofar as having a witness present. 29.7 27.7 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 employee’s file. 29.8 27.8 An employee may view his/her file after giving reasonable notice to do so. 29.9 27.9 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 27.1 Problems are generally divided into three categories: • categories:- Work performance / Attendance / performance/Attendance/Conduct. 29.3 27.2 Where it is recognised that an employee is having a problem in any of the above categories then the following will apply: • apply:- The relevant supervisor and employee shall discuss the issue. 29.4 27.3 Where an employee continues to transgress then the following will apply: • apply:- 27.4 Office manager shall be contacted to further discuss the issue. If continues then the following will apply:- 27.5 A written reminder will be provided to the employee by the Contract Manager or his nominee. 29.5 27.6 Where practicable, to assist an employee in resolving his/her problem, the Company Perfect Pipes may provide support i.e. Counsellingcounselling, and/or training to any employee, which in the Company’s Perfect Pipe‘s opinion may be reasonable under the circumstances. 29.6 27.7 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 27.7.1 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 Manager will agree to any reasonable request insofar as having a witness present. 29.7 27.8 In any circumstances where an employee has received a written reminder and continues in the employment of the Company Perfect Pipes for a further six months without receiving a further written reminder then the initial written reminder may be erased from the employees employee‘s file. 29.8 27.9 An employee may view his/her file after giving reasonable notice to do so. 29.9 27.10 Nothing in this clause shall deny the Company Perfect Pipes 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 30.1 Each employee bears the ultimate responsibility for his/her actions and ability or willingness to comply with the relevant Company standards. 29.2 30.2 Problems are generally divided into three categories: • Work performance / Attendance / • Conduct. 29.3 30.3 Where it is recognised that an employee is having a problem in any of the above categories then the following will apply: • The An verbal reminder will be issued to the employee by the relevant supervisor and employee shall discuss the issuesupervisor. 29.4 30.4 Where an employee continues to transgress then the following will apply: • A The Company’s contract manager will provide a written reminder will be provided warning to the employee by the Contract Manager or his nomineeemployee. 29.5 30.5 Where practicable, to assist an employee in resolving his/her problemnecessary, the Company may provide support i.e. Counselling, and/or training systems and assistance to any employee, which employee as may be appropriate in the reasonable opinion of the Company’s opinion may be reasonable under the circumstances. 29.6 30.6 Where after the abovementioned reminder warning has been issued 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. 29.6.1 30.6.1 In any situation where the Contract Manager or his nominee manager 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 Any reasonable request insofar as it relates to having a witness presentpresent will be adhered to by the manager. 29.7 30.7 In any circumstances where an employee has received a written reminder warning and continues in the employment of the Company for a further six months without receiving a further written reminder warning then the initial written reminder may warning shall be erased from the employees fileemployee’s files. 29.8 30.8 An employee after making an appointment with the contract manager may view his/her file. Each file after giving reasonable notice to do sowill contain amongst other entries statutory requirements and comments on an employees oral or written reminders or commendations for good performance. 29.9 30.9 Nothing in this clause shall deny the Company its rights to dismiss any an 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 32.1 Where it is recognised that an employee is having a problem in any problems that may be impacting on his /her work performance, attendance or conduct then the employee will be offered counselling. The counselling process may include referral to an outside agency via the Company’s Employee Assistance Program . 32.2 Subject to the degree of the above categories then problem, in the following first instance the employees Supervisor will apply: • The relevant supervisor and employee shall formally discuss the issueissues with the employee. This will be recognised as the initial counselling session. 29.4 32.3 Where an after the initial counselling session the employee continues to transgress shows no signs of controlling his/ her problem , then the following will apply: • A written reminder will be provided to the employee by a manager of the Contract Manager or his nomineeCompany. 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 32.4 Where after the abovementioned above mentioned conselling and written reminder has been issued followed and the employee continues to transgressbe problematical, then the onus is will be on the employee to show cause why his/her employment should not be terminated. 29.6.1 32.5 In any situation where the Contract Manager or his nominee manager confers with an employee on a disciplinary matter, the employee is entitled to request that a witness be present. The manager Such request, where reasonable, will agree be adhered to any reasonable request insofar as having a witness presentby the manager. 29.7 32.6 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 shall be erased from the employees file. 29.8 32.7 An employee after making an appointment with the manager may view his/her file. Each file after giving reasonable notice to do sowill contain amongst other entries statutory requirements and comments on an employees oral or written reminders or commendations for good performance. 29.9 32.8 Nothing in this clause shall deny the Company its rights to dismiss any an 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. ie. 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 29.8 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 32.1 Each employee bears the ultimate responsibility for his/her actions and ability or willingness to comply with Company standards. 29.2 32.2 Problems are generally divided into three categories: • Work performance / Attendance / Conduct. 29.3 32.3 Where it is recognised that an employee is having a problem in any of the above categories then the following will apply: • The An oral reminder will be issued to the employee by the relevant supervisor and employee shall discuss the issuesupervisor. 29.4 32.4 Where an employee continues to transgress then the following will apply: • A written reminder will be provided to the employee by a manager of the Contract Manager or his nomineeCompany. 29.5 32.5 Where practicable, to assist an employee in resolving his/her problem, the Company may provide support i.e. Counsellingie. counselling, and/or training to any employee, which employee that in the Company’s opinion may be reasonable under the circumstances. 29.6 32.6 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 32.6.1 In any situation where the Contract Manager or his nominee site manager confers with an employee on a disciplinary matter, the employee is entitled to request that a witness be present, including a union representative. The manager will agree to any Such reasonable request insofar as having a witness presentwill be adhered to by the manager. 29.7 32.7 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 32.8 An employee after making an appointment with the manager may view his/her file. Each file after giving reasonable notice to do sowill contain amongst other entries statutory requirements and comments on an employees oral or written reminders or commendations for good performance. 29.9 32.9 Nothing in this clause shall deny the Company its rights to dismiss any an 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 34.1 Each employee bears the ultimate responsibility for his/her actions and ability or willingness to comply with Company standards. 29.2 34.2 Problems are generally divided into three categories: • Work performance / • Attendance / • Conduct. 29.3 34.3 Where it is recognised that an employee is having a problem in any of the above categories then the following will apply: • The A verbal counselling will take place with the employee by the relevant supervisor and employee shall discuss the issuesupervisor. 29.4 34.4 Where an employee continues to transgress then the following will apply: • A The relevant manager or his/her representative will provide a written reminder will be provided warning to the employee by the Contract Manager or his nomineeemployee. 29.5 34.5 Where practicablenecessary, to assist an employee in resolving his/her their problem, the Company may will provide support i.e. Counselling, and/or training systems and assistance to any employeeemployee as may be appropriate, which in the reasonable opinion of the Company’s opinion may be reasonable under the circumstances. 29.6 34.6 Where after the abovementioned reminder warning (or assistance where appropriate) has been issued 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. 29.6.1 34.7 In any situation where the Contract Manager or his nominee site manager confers with an employee on a disciplinary matter, the employee is entitled to request that a witness of their choosing be present. The manager will agree adhere to any reasonable request insofar as having a witness presentrequest. 29.7 34.7.1 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. 34.7.2 Notwithstanding any of the above, the Company shall have the right, as a disciplinary measure only, to suspend an employee without pay for a period up to a maximum of two (2) working days, on each occasion. 34.8 In any circumstances where an employee has received a written reminder warning and continues in the employment of the Company for a further six (6) months without receiving a further written reminder then the initial written reminder may warning shall be erased from the employees file; provided a final written warning issued to an employee will have not less than twelve (12) months application. 29.8 34.9 An employee after making an appointment with the manager may view his/her file. Each file after giving reasonable notice to do sowill contain amongst other entries statutory requirements and comments on an employees verbal counselling or written warnings or commendations for good performance. 29.9 Nothing 34.10 Notwithstanding anything else contained in this Agreement, nothing in this clause shall deny the Company its rights to dismiss any an 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.