Counselling and Disciplinary Procedures. The Company recognises the importance of clear and understood counselling and disciplinary procedures. Attached hereto as Appendix F of this Agreement are the procedures adopted by the Company and agreed with the workforce.
Counselling and Disciplinary Procedures. The Employer recognises the importance of clear and understood counselling and disciplinary procedures.
Counselling and Disciplinary Procedures. This procedure applies in respect of Employees at the conclusion of their probationary period. Upon commencement of employment an Employee will be advised of the following procedure. The procedure will apply in all cases where formal counselling and disciplinary action is necessary.
Counselling and Disciplinary Procedures. Any issues concerning application of the provisions of this procedure will be resolved strictly in accordance with the ‘Settlement of Disputes’.
Counselling and Disciplinary Procedures. This procedure applies in respect of Employees at the conclusion of their probationary period. Upon commencement of employment an Employee will be advised of the following procedure. The procedure will apply in all cases where formal counselling and disciplinary action is necessary. In the event that an Employee fails to maintain satisfactory performance levels in the case of general misconduct (e.g., lateness for work), the following counselling procedure will be applied. An Employee may elect at any step to have a representative present.
Counselling and Disciplinary Procedures. 18.1.1. The Company may conduct a counselling or disciplinary process.
18.1.2. Disciplinary investigations shall be confidential.
18.1.3. Employees will be provided with the following in relation to any investigation
18.1.4. The Company reserves the right to suspend an employee while undertaking an investigation. If the Company suspends an employee, the employee will be suspended and paid as per roster until an outcome is achieved.
18.1.5. The outcome of an investigation may include the following disciplinary actions: counselling, formal written or verbal warnings or dismissal.
18.1.6. The Company will only dismiss an employee, without notice, for serious misconduct warranting summary dismissal. The Company shall undertake an investigation into the issues pertaining to the serious misconduct in line with the Company’s Disciplinary Procedure.
Counselling and Disciplinary Procedures. The Company recognises the importance of clear and understood counselling and disciplinary procedures. Attached hereto at Appendix C of this Agreement is the procedures adopted by the Company and agreed with the workforce.
Counselling and Disciplinary Procedures. (a) This clause sets out the procedures to be followed where a problem arises with respect to the performance of a member of staff.
Counselling and Disciplinary Procedures. 23.1.1 The objective of the warning process is to restore conduct and/or performance to an acceptable standard. The employee must understand the standard and be provided with a fair opportunity to reach this standard.
23.1.2 The following steps will be followed: Informal discussion; Verbal warning; First written warning; Final written warning; Interview to terminate.
23.1.3 Other than for summary dismissal, an employee should not be dismissed unless a verbal warning (if applicable), first written warning and/or final written warning have been previously issued.
23.1.4 When unsatisfactory conduct and/or performance has been identified, the warning process shall commence as soon as practicable.
23.1.5 At the beginning of the discussion for a written warning or dismissal, the employee must be asked if they wish to have a witness present. If, at any other stage an employee requests a witness to be present this request must be agreed to. It is the employee's choice as to whom they choose as their witness. In cases of union members, the union delegate may be selected as the witness.
23.1.6 It is essential during the warning procedure that the performance or conduct issue is explained in specific and detailed terms so the employee understands the nature of the disciplinary counselling. The employee must also be asked for their reasons for their performance or conduct breach.
23.1.7 When a warning is necessary, a review date must be established which should be either 30, 60 or 90 days duration, dependent upon the individual circumstances. For example:- 30 days for repetitive absenteeism or lateness or for requirement to wear professional dress; 30 - 60 days for issues relating to unacceptable performance to provide an opportunity to improve performance or to complete specific actions. It is unlikely that a review should be scheduled to occur in less than 30 days.
23.1.8 After the discussion the review must take place on the agreed date. During the review period the manager must follow up on commitments to assist the employee to improve their behaviour or performance as detailed in the action plan.
23.1.9 Prior to the review meeting it may be necessary to conduct a further meeting. For example, if an employee has been given a verbal warning for harassment and a serious incident of harassment occurs before the agreed review date, then a final written warning or even termination may be necessary. Alternatively, it may be more appropriate to bring the original agreed ...
Counselling and Disciplinary Procedures. 31.1 If an Employee fails to maintain satisfactory conduct or performance levels, SCE may require the Employee to show cause why he/she shouldn’t face disciplinary action up to and including summary dismissal, depending on the particular circumstances involved. The Employee is to be given the opportunity to be represented and afforded reasonable time to respond to the allegations of unsatisfactory conduct or work performance. This process is to occur in accordance with the following Counselling Procedure:
Step 1 - Verbal Warning/Counselling: The responsible Supervisor and/or Manager are to explain to the Employee SCE’s concerns about his/her conduct or work performance and outline SCE’s expectations in this area. The Employee is then to be given a right of reply so he/she has the opportunity to show cause why they should not face disciplinary action or otherwise provide explanation. Where the explanation is unsatisfactory the Employee will then be made aware of the standards of improvement required. This process is to occur in the presence of another Employee of the Employee’s choice, given that they are on the job and available. It constitutes the first warning, which is to be documented and held on file. Step 2 - Written Warning/Improved Performance: If the Employee fails to meet the standards of improvement identified in accordance with Step 1, a written warning is to be issued noting this failure and referring to the first warning. The written warning must state that it is a final warning and that any further failure to meet the standards of improvement required will lead to termination of employment.
