Common use of Counselling Procedure Clause in Contracts

Counselling Procedure. 1. A formal counselling process will apply to matters such as habitually poor time-keeping, unacceptable absenteeism, continuous errors made after training period completed, mischievous or malicious communication to customers, regular unauthorised use of the company’s telephone system. 2. When counselling fails and offences are repeated, the employee will be issued with a formal warning with the union delegate in attendance. If no improvement occurs the next step will be an official final warning (recorded in writing) administered with the union representative in attendance. If the unacceptable behaviour continues at any time in the future, the employee having already received and official final warning, will be dismissed. These warnings shall remain valid for the period of 12 months unless otherwise agreed between the parties involved. 3. In the case of insubordination this will be handled at two levels of management, for example the manager or supervisor involved together with the employee’s immediate superior and the same two step counselling and warning procedure will be followed. 4. In all cases where an employee refuses the duties for which such an employee was employed, other than on substantiated safety grounds, or for that matter, refuses any lawful command, employment may be terminated. 5. In cases where employee behaviour results in a criminal act, the company may press charges and refer the matter to the police for direct action and terminate employment for example theft, assault, property damage, drug taking whilst at work, breaking and entering any of the company’s premises, tampering with any installed security device or system, passing confidential information to any of our competitors etc.

Counselling Procedure. 1. 14.1 A formal counselling process will apply to matters such as habitually poor time-keeping, ; unacceptable absenteeism, continuous ; continuing errors made after training period completed, ; and mischievous or malicious communication to customers, regular unauthorised use of the company’s telephone system. 2. 14.2 When counselling fails and offences are repeated, the employee will be issued with a formal warning Formal Warning with the union delegate present. 14.3 If no improvement occurs, the next step will be an Official Final Warning administered with the union delegate in attendance. If no improvement occurs the next step will be an official final warning (recorded in writing) administered with the union representative in attendance. . 14.4 If the unacceptable behaviour continues at any time in the future, the employee having already received and official final warningan Official Final Warning, the employee will be dismissed. . 14.5 These warnings shall will remain valid for the a period of 12 twelve (12) months unless otherwise agreed between the parties involved. 3. 14.6 In the case of insubordination insubordination, this will be handled at two levels of management, for example management eg. the manager or supervisor involved together with the employee’s immediate superior and the same two step abovementioned counselling and warning procedure will be followed. 4. 14.7 In all cases where an employee refuses to perform the duties for which such an employee was employed, other than on substantiated safety grounds, or . Or for that matter, refuses any lawful command, employment may will be terminated. 5. 14.8 In cases where employee behaviour results in a criminal act, the company Company may press charges and refer the matter to the police Police for direct action and terminate employment for example employment. Criminal act include theft, assault, property damage, drug taking whilst at work, breaking and entering into any of the company’s Companies premises, tampering with any installed security device or system, system and passing confidential information to any of our competitors etc.