Common use of Counselling and Discipline Procedure Clause in Contracts

Counselling and Discipline Procedure. 49.1 The Company will use its established discipline procedures, and if warranted, termination procedures. This applies if the employees are permanent employees. (a) the Company, normally the supervisor in the first instance, shall ensure that the employees have received sufficient training and shall counsel the employees by clearly communicating what standard or improvement is reasonably expected; and/or (b) the Company shall make clear to the employees the likelihood of further discipline and/or their dismissal if their work performance, capacity and/or conduct did not improve; and (c) the employees shall be allowed the opportunity to improve their performance, capacity, and/or conduct; and (d) the employees shall have an opportunity to respond to the allegations raised by the employer. 49.2 If the employees fail to show cause as to why their employment should not be terminated, their employment will be terminated. 49.3 Where the employees’ employment is then terminated, notice of termination is to be provided in writing to the employees except in the case of summary dismissal which may be given where warranted without notice. 49.4 To ensure this occurs in the fairest and most consistent manner the following procedure may be utilised for employees other than short term casuals.

Counselling and Discipline Procedure. 49.1 43.1 The Company Employer will use its established discipline procedures, and if warranted, termination procedures. This applies if the employees are permanent employees.employees that have successfully completed the probation period: (a) the CompanyEmployer, normally the supervisor in the first instance, shall ensure that the employees have received sufficient training and shall counsel the employees by clearly communicating what standard or improvement is reasonably expected; and/or (b) the Company Employer shall make clear to the employees the likelihood of further discipline and/or their dismissal if their work performance, capacity and/or conduct did does not improve; and (c) the employees shall be allowed the opportunity to improve their performance, capacity, and/or conduct; and (d) the employees shall have an opportunity to respond to the allegations raised by the employerEmployer. 49.2 43.2 If the employees fail to show cause as to why their employment should not be terminated, their employment will be terminated. 49.3 43.3 Where the employees’ employment is then terminated, notice of termination is to be provided in writing to the employees except in the case of summary dismissal which may be given where warranted without notice. 49.4 43.4 To ensure this occurs in the fairest and most consistent manner the following procedure may be utilised for employees other than short term casuals.

Counselling and Discipline Procedure. 49.1 47.1 The Company will use its established discipline procedures, and if warranted, termination procedures. This applies if the employees are permanent employees. (a) the The Company, normally the supervisor in the first instance, shall ensure that the employees have received sufficient training and shall counsel the employees by clearly communicating what standard or improvement is reasonably expected; and/or (b) the Company shall make clear to the employees the likelihood of further discipline and/or their dismissal if their work performance, capacity and/or conduct did not improve; and (c) the employees shall be allowed the opportunity to improve their performance, capacity, and/or conduct; and (d) the employees shall have an opportunity to respond to the allegations raised by the employerEmployer. 49.2 47.2 If the employees fail to show cause as to why their employment should not be terminated, their employment will be terminated. 49.3 47.3 Where the employees’ employment is then terminated, notice of termination is to be provided in writing to the employees except in the case of summary dismissal which may be given where warranted without notice. 49.4 47.4 To ensure this occurs in the fairest and most consistent manner the following procedure may be utilised for employees other than short term casuals.

Counselling and Discipline Procedure. 49.1 41.1 The Company will use its established discipline procedures, and if warranted, termination procedures. This applies if the employees are permanent employees. (a) the The Company, normally the supervisor in the first instance, shall ensure that the employees have received sufficient training and shall counsel the employees by clearly communicating what standard or improvement is reasonably expected; and/or (b) the Company shall make clear to the employees the likelihood of further discipline and/or their dismissal if their work performance, capacity and/or conduct did not improve; and (c) the employees shall be allowed the opportunity to improve their performance, capacity, and/or conduct; and (d) the employees shall have an opportunity to respond to the allegations raised by the employerEmployer. 49.2 41.2 If the employees fail to show cause as to why their employment should not be terminated, their employment will be terminated. 49.3 41.3 Where the employees’ employment is then terminated, notice of termination is to be provided in writing to the employees except in the case of summary dismissal which may be given where warranted without notice. 49.4 41.4 To ensure this occurs in the fairest and most consistent manner the following procedure may be utilised for employees other than short term casuals.