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.
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.
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. Management of non performance and/or misconduct including counselling and discipline shall be undertaken in accordance with State Water Policy as developed and agreed by State Water, employees and the union.
Counselling and Discipline. 19.1. This agreement applies to matters relating to the counselling, discipline and termination of employees, whether or not any other instrument (including State legislation) also purports to apply to counselling, discipline or termination.
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. 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:
Counselling and Discipline. 21.1 Where a breach of employee responsibilities or poor performance is indicated, the matter will be the subject of appropriate investigation by management during which the employee(s) will be provided with the opportunity to respond and provide information. Where it is considered the employee may be at fault a formal counseling official warning and / or other disciplinary action may also follow. This shall be the case, even if a more tolerant approach has previously been taken. In the case of serious misconduct, an employee’s employment may be terminated without notice or payment in lieu.
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:
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.
