Counselling and Discipline. 19.1 Where a breach of employee duties (including under clause 11) is indicated, the matter will be the subject of appropriate investigation by management, and possibly followed by counselling of the employee(s) concerned. Where it is considered the employee may be at fault then an official warning and/or other disciplinary action may also follow. This shall be the case even if a more tolerant approach has been previously taken at particular workplaces. In the case of serious misconduct, an employee’s employment may be terminated without notice or payment in lieu.
19.2 Serious misconduct includes but is not limited to:
(a) Dishonesty or Theft
(b) Falsification of Worksheets
(c) Misuse or Abuse of Equipment
(d) Intoxication
(e) Illicit Drug Use
(f) Fighting
(g) Physical or Verbal Abuse
(h) Sexual Harassment
(i) Actions Endangering Health or Safety
(j) Commission of a Crime
19.3 Where suspension of duties is necessary while an investigation regarding the facts is taking place, this shall be: (i) by disengagement or without pay in the case of a casual employee; and (ii) on ordinary time payment only for other employees, but to the limit of the value of the employee’s accrued leave and RDO credits.
19.4 In the latter case, where the employee: (a) is exonerated, earnings for the suspension period shall be made up and such make-up for each of the employee’s normal working days is to be calculated at his/her average daily earnings rate over the thirteen weeks prior to suspension; or (b) is terminated in his/her employment, then the value of payment due in respect of the suspension period shall be deducted from the value of any accrued leave and RDO credits that would otherwise be payable on termination, and the individual concerned shall be deemed to have taken his/her leave for the relevant period.
19.5 In the rare case of employment being terminated by Linfox, the former employee may make an ‘unfair dismissal’ claim in accordance with the Industrial Relations Xxx 0000, and seek to be represented by the Union.
19.6 Nothing in this agreement shall affect the right of Linfox to immediately terminate an individual’s employment for serious misconduct.
Counselling and Discipline. (a) Counselling and discipline are used under WaterNSW policy to manage unsatisfactory performance. It aims to bring the employee back to acceptable performance by adopting a cooperative problem-solving approach.
(b) Disciplinary action is used under WaterNSW policy to address misconduct. It aims to return employee conduct to acceptable standards through warnings. It may result in termination of employment.
(c) Allegations of misconduct and/or unsatisfactory performance will be dealt with in accordance with the principles of procedural fairness and the relevant WaterNSW policy.
Counselling and Discipline.
23.1. Where a breach of employee duties is indicated, the matter will be the subject of appropriate investigation by management, and possibly followed by counselling of the employee(s) concerned. Where it is considered the employee may be at fault then an official warning and/or other disciplinary action may also follow. This shall be the case even if a more tolerant approach has been previously taken at particular workplaces.
23.2. Warnings are to remain in force for the following periods:
23.2.1. 1st Verbal or Written 12 months 23.2.2. 2nd Written 18 months 23.2.3. 3rd Written 18 months
Counselling and Discipline. In striving to have a skilled, competent and caring workforce, unsatisfactory student performance and/or conduct will be addressed in a professional manner to ensure a fair and consistent process in line with natural justice. Within the framework Australian Training Academy is committed to ensuring that inappropriate behaviour that may impair the integrity of the learning processes or the wellbeing of individuals is appropriately managed. Australian Training Academy students have a right to: Be treated fairly and with respect Pursue their learning activities in a supportive and stimulating environment Learn in an environment free of discrimination and harassment Be assured of privacy of their personal information and records Lodge a complaint without fear of victimisation. Australian Training Academy Students have responsibilities to: Treat other students and staff with respect and fairness Follow any reasonable direction from staff Not engage in plagiarism, collusion or cheating in assessment activities Submit assessment activities by the due date or seek approval to extend the due, and retain a copy of all assessment materials that are submitted in the event that submitted items are not received by Australian Training Academy Return company equipment and materials on time Observe normal safety practices Where a student breaches these guidelines or where a single incident is a serious breach of discipline, the following steps will be taken by Australian Training Academy staff: The student will be invited to participate in a Counselling interview. If the student acknowledges the breach and indicates a willingness to address it, then the student will be issued a first written warning. If the student does not acknowledge the breach and/or is unwilling to address it, then the student’s enrolment will be terminated. If the breach persists after the first warning, then the student will be issued with a final written warning. If these repeated attempts to manage unsatisfactory student behaviour fail then the student’s enrolment will be terminated. Where student behaviour constitutes an attempt to threaten or otherwise coerce staff such as in relation to the integrity of assessment decisions, Australian Training Academy reserves the right to immediately cancel that student’s enrolment, with any refund to be calculated in line with the Withdrawal Policy or at the Manager’s discretion.
Counselling and Discipline. Where, in the opinion of the Employer, the breaches of discipline do not warrant summary dismissal, a system of counselling and discipline interviews shall apply. In cases requiring external professional counselling this will be arranged in line with the Employers Employee Assistance Program (EAP). The Employer reserves the right to skip any steps in this process or to proceed directly to a third and final interview and warning where the Employer considers that the Employee’s poor performance or poor behaviour is of a particularly serious nature. A summary of each interview shall be documented and both parties shall sign and acknowledge the content of the interview. The Employee shall be free to record any comment on the documentation.
Counselling and Discipline. Performance related matters shall be resolved by the application of the Xxxxxx XXx Mining Discipline Standard as attached in Appendix 1.
Counselling and Discipline. Where a breach of employee duties is indicated, the matter will be the subject of appropriate investigation by management, And possibly followed by counselling of the employee(s) concerned. Where it is considered the employee may be at fault then an official warning and/or other disciplinary action may also follow. This shall be the case even if a more tolerant approach has been previously taken at particular workplaces. In the case of serious misconduct, an employee’s employment may be terminated without notice or payment in lieu. Serious misconduct includes but is not limited to: • Dishonesty or Theft • Falsification of worksheets • Misuse or abuse of equipment • Intoxication • Illicit drug use • Fighting • Physical or verbal abuse • Sexual harassment • Actions endangering health and safety • Commission of a crime Where suspension of duties is necessary while an investigation regarding the facts is taking place, this shall be:
(1) by disengagement or without pay in the case of a casual employee and
(2) on ordinary time payment only for other employees, but to the limit of the value of the employee’s accrued leave and RDO credits. In the latter case, where the employee is exonerated, earnings for the suspension period shall be made up and such make up for each of the employee’s normal working days is to be calculated at his/her average daily earnings rate over the thirteen weeks prior to
Counselling and Discipline. Where a breach of employee duties is indicated, the matter will be the subject of appropriate investigation by management, and possibly followed by counselling of the employee(s) concerned. Where it is considered the employee may be at fault then an official warning and/or other disciplinary action may also follow. This shall be the case even if a more tolerant approach has been previously taken at particular workplaces. In the case of serious misconduct, an employee’s employment may be terminated without notice or payment in lieu. Serious misconduct includes but is not limited to: • Dishonesty or Theft • Falsification of Worksheets • Misuse or Abuse of Equipment • Intoxication • Illicit Drug Use • Fighting • Physical or Verbal Abuse • Sexual Harassment • Actions Endangering Health or Safety • Commission of a Crime • Breach of procedures that leads to the loss or potential loss of cash Where suspension of duties is necessary while an investigation regarding the facts is taking place, this shall be: (i) by disengagement or with pay in the case of a casual employee to the end of the current roster period; and (ii) on ordinary time payment only for other employees. Nothing in this Agreement shall affect the right of Chubb to immediately terminate an individual’s employment for serious misconduct.
Counselling and Discipline. Where, in the opinion of the Company, the breaches of discipline do not warrant summary dismissal, a system of counselling and discipline interviews shall apply. In cases requiring external professional counselling this will be arranged at the Company‟s expense. Disciplinary action will be tailored to the misconduct or poor performance and can proceed directly to a third and final interview and warning or dismissal where the Company considers that the employee‟s poor performance or misbehaviour is of a serious nature.
Counselling and Discipline. 56.1 The objective of this procedure is to provide the employee with a fair opportunity to respond to the concerns the Employer may have about performance, misconduct or breaches. The Employer’s disciplinary actions shall be carried out in a prompt and reasonable manner with the following process:
a) Any concerns(s) will be brought to the employee’s attention.
b) The employee will have a reasonable opportunity to respond to the concern(s). The more serious the concern(s), the greater the time given to respond. The employee will be given at least 24 hours in circumstances where the concern(s) may result in dismissal.
c) The Employer shall ensure the employee has received sufficient training and shall counsel the employee by clearly communicating what standard or improvement is reasonably expected.
d) The Employer shall make clear to the employee the likelihood of further discipline and/or your termination if work performance, capacity and/or conduct does not improve.
e) The employees with be given the opportunity to improve performance, capacity, and/or conduct. For misconduct warranting instant dismissal as reasonably determined by the Employer, this process does not apply.
