Common use of Counselling and Discipline Clause in Contracts

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. 19.1 12.1 Where a breach of employee duties (including under clause 117) is indicatedalleged, 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 is at fault then an official warning and/or other disciplinary action action, which includes termination, may also follow. This shall be the case even if a more tolerant approach has been previously taken at particular workplacestaken. In the case of serious misconduct, an employee’s 's employment may be terminated without notice or payment in lieu.

Counselling and Discipline. 19.1 23.1 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. 19.1 18.1 Where a breach of employee duties (including under clause 119) 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.