Dealing with Unsatisfactory Conduct. The following principles are to be followed when dealing with unsatisfactory conduct.
(a) The Employee must be advised of their right to request union assistance and/or representation at any stage.
(b) The Employee must be advised of the specific matter(s) causing concern and a reasonable opportunity provided for the Employee to state any reasons or explanations.
(c) Except in cases where the Employee is dismissed following a disciplinary investigation, the Employee must be advised of the corrective action required to amend their conduct and, where appropriate to the nature of the concern, given a reasonable opportunity to do so.
(d) Before any substantive disciplinary action is taken, an appropriate investigation should be undertaken by management.
(e) Depending upon the seriousness of the misconduct an oral warning may precede a written warning. Xxxxx ERO’s Unsatisfactory Conduct policy on Te Tūī for further guidance.
(f) The process and results of any disciplinary action are to be recorded in writing, sighted by the Employee (and given an opportunity to sign) and placed on their personal file.
(g) If the alleged offence is sufficiently serious an Employee may be placed on suspension on full pay pending an investigation under (d). Refer ERO policy on te tui for further guidance.
(h) An Employee aggrieved by the action taken by an employer should be advised of their right to pursue a grievance in terms of the procedures set out in section 9 of the Employment Relations Act 2000.
Dealing with Unsatisfactory Conduct. The following principles are to be followed when dealing with unsatisfactory conduct.
(a) The Employee must be advised of their right to request union assistance and/or representation at any stage.
(b) The Employee must be advised of the specific matter(s) causing concern and a reasonable opportunity provided for the Employee to state any reasons or explanations.
(c) Except in cases where the Employee is dismissed following a disciplinary investigation, the Employee must be advised of the corrective action required to amend their conduct and given a reasonable opportunity to do so.
(d) Before any substantive disciplinary action is taken, an appropriate investigation should be undertaken by management.
(e) Depending upon the seriousness of the misconduct an oral warning should usually precede a written warning. Refer ERO’s Unsatisfactory Conduct policy for further guidance.
