Counselling and Warning Procedures Sample Clauses

Counselling and Warning Procedures. 2.7.1 All disciplinary issues will be dealt with in accordance with the following procedure: (a) Counselling or First Warning If a minor breach of Club policy occurs or an Employee’s performance or conduct is unsatisfactory the Employee may, after being given an opportunity to respond to the allegations, be counselled or warned about the breach or conduct by the Employer.

Counselling and Warning Procedures. The following counselling and warning procedures will apply to all Employees, including trainees and probationary Employees covered by this Agreement: (a) Depending on the circumstances of the case, if an Employee breaches Tjapukai policies and procedures (rules and regulations), the Employee may be formally counselled and warned. This counselling or warning need not be in writing, however a record of the warning or counselling may be noted. The Employee will be advised that a witness may be present during the warning procedure. (b) Depending on the circumstances of the case, if the breach continues or another breach occurs, a formal warning in writing may be given to the Employee. The Employee will be advised that a witness may be present during the warning procedure. (c) Depending on the circumstances of the case, if the breach continues or another breach occurs, a final warning in writing may be given to the Employee. The Employee will be advised that a witness may be present at a final warning interview. Depending on the circumstances of the case, if the Employee's performance does not improve, their employment may be terminated. The Employee will be advised that a witness may be present at the termination interview. (d) Depending upon the circumstances of the case, the Employer may direct a cooling off period which means suspending an Employee from their duties without payment for a period of up to 4 weeks as an alternative to termination of employment as described in clause 2.6 (c). Upon returning from suspension the Employee will be reinstated to their former position and the condition of the final warning shall remain current for an ensuing period of six months. (e) Provided further that for the purposes of this provision, nothing will prevent the Employer summarily dismissing or other lesser action as the Employer deems appropriate should the circumstances warrant such action being taken. Provided that any action taken under this provision shall be in accordance with the Workplace Relations Act 1996. (f) Notwithstanding the above and in the case of misconduct or a serious breach of Tjapukai policies and procedures (rules and regulations), the Employer may suspend the Employee with pay pending an investigation into the alleged conduct or breach by the employee. Should the allegations be proven, management shall determine actions required which may include immediate dismissal. (g) Any written warning will remain current for a period of 6 months. (h)...

Counselling and Warning Procedures. 8.3.1 When performances issues or breach of policy have been identified, counselling must be identified, counseling must be initiated. Counseling is an informal process and is used to inform an Employee of Allens Estate Agents concerns and will include a discussion of the performance issue or relevant breach and an opportunity for the Employee to respond to the concerns. 8.3.2 Where there is insufficient improvement in performance or a repetition of the failure to adhere to a policy it may be necessary to issue a formal written warning. It is important that the employee has an understanding of the meaning of a warning and the consequences if acceptable improvement in performance or adherence to policy does not occur. 8.3.3 The significance of a warning is that in the event that the Employee does not demonstrate satisfactory improvement, or the Employee’s conduct is repeated, termination of employment will occur. The warning will clearly identify the problem and in performance matters, provide for a date where Xxxxxx Estate Agents and the Employee will meet again and review the situation. 8.3.4 In some cases, counseling may result in a formal written warning, or in serious cases, disciplinary action that could include termination of employment, in the case of serious misconduct, counseling may be deemed unnecessary and termination of employment will result immediately.

Counselling and Warning Procedures. The purpose of this procedure is to correct unsatisfactory work performance or behaviour. The primary goal is to ensure all employees are aware of the expected standards of performance and, where they are not met, appropriate assistance is provided. Prior to any formal counselling interview taking place it is often advisable to have a one-to-one discussion with the employee concerned at which the manager outlines the performance promblem/s and brings the performance promblem/s to the attention of the employee. The manager should clearly explain what the problem is and give the employee the opportunity to respond. The expected improvement should be stated. It should also be stated that recurrence will result in a formal counselling session. The informal discussion should be diarised by the manager but nothing put on the employee’s file. This approach can often bring to the surface a particular issue, home problem etc which can be dealt with fairly and "fix" the problem, without directly into the "formal counselling".

Counselling and Warning Procedures. (a) The following procedures have been developed so as to assist in rectifying any poor employee behaviour or performance levels. The performance of an employee subject to these procedures will be reviewed after six (6) months and a decision regarding the ongoing relevance of any written warnings will be made. At this time, if it is agreed that the employees’ performance has improved satisfactorily, written warnings may be removed from the file.

Counselling and Warning Procedures