COUNSELLING / DISCIPLINARY PROCEDURE. The following procedure shall apply where allegations exist concerning an Employee's conduct or performance:
COUNSELLING / DISCIPLINARY PROCEDURE. 15.1 The Parties agree to consult on the development and implementation of counselling and disciplinary procedures. However, the Company reserves the right to implement counselling and disciplinary procedures with respect to the Employees where consultation has not produced agreed procedures.
COUNSELLING / DISCIPLINARY PROCEDURE. (a) The primary purpose of this procedure is to ensure all Employees are informed of and given the opportunity to meet the standards required by Xxxxx’x. Issues warranting counselling or discipline are separated into two types:
COUNSELLING / DISCIPLINARY PROCEDURE. 3.12.1 This procedure is to be followed for all disciplinary cases of unsatisfactory performance (includes absenteeism) or conduct, or for breach of procedures including, but not limited to safety, environmental, sexual harassment, workplace bullying and project rules. This procedure will not apply to Employee(s) engaged on a probationary basis.
COUNSELLING / DISCIPLINARY PROCEDURE. It is the responsibility of all supervisors & managers to give regular and ongoing feedback to employees about their performance. Encouragement should always be given where performance exceeds standards. The following process is to be followed for all disciplinary cases, for cases of unsatisfactory performance or conduct, or for breaches of procedures including safety, environmental, sexual harassment or drugs and alcohol procedures. In order that a work culture of integrity and mutual trust is maintained, employees and KAL will abide by the procedure outlined below.
COUNSELLING / DISCIPLINARY PROCEDURE a) Where it is considered appropriate that the Employee (other than probationary full time, part time and casual Employees) be counselled due to poor performance, or due to a misdemeanor, the management shall counsel the Employee to improve their work performance and/or behaviour.
COUNSELLING / DISCIPLINARY PROCEDURE. In the event of an issue developing that requires resolution, all efforts will be directed to provide appropriate counselling to resolve the issue to both parties satisfaction as soon as possible. Where counselling has not been able to resolve the problem, disciplinary action may be necessary and the management representative shall notify the employee of the reason. The first warning shall be verbal and will be recorded on the employee's personnel file. If the problem continues the matter will be discussed with the employee. A second warning in writing will be given to the employee and recorded on the employee's personnel file. If the problem continues the employee will be seen again by management. A final warning in writing may be given. If the matter recurs, the employee may be terminated. No dismissals will occur without the authority of senior management. Summary dismissal of an employee may occur for acts of “serious and wilful misconduct”. If a dispute should arise over the disciplinary action, the matter shall be referred to the Australian Industrial Relations Commission for resolution in accordance with the disputes resolution procedure. Such resolution shall be accepted by the parties as final. If after any warning, a period of twelve months elapses without any further warnings or action being required, all adverse reports related to the warning will be removed from the employee's personnel file. A representative of the employee or employer may be involved in the matter at any time if requested by either party.
COUNSELLING / DISCIPLINARY PROCEDURE. 10.1. This procedure is to be followed for all disciplinary cases including unsatisfactory performance, attendance or workplace behaviour.
COUNSELLING / DISCIPLINARY PROCEDURE. 14.1 The primary purpose of this procedure is to ensure all employees are informed of and given the opportunity to meet the standards required by the Company. This procedure also provides for:
COUNSELLING / DISCIPLINARY PROCEDURE
