Employee counselling procedure. 14.1.1 Where the employee is unable to perform to an acceptable level of competency in the workplace, management will counsel the employee to reach agreement on resolving the issue.
Employee counselling procedure. 11.1 Employees shall be given every reasonable opportunity to be informed and assisted in meeting company requirements prior to the application of the procedure below.
Employee counselling procedure. If an employee’s ongoing attitude or performance is considered to be unsatisfactory, the following procedural steps will be observed: [i] The employee shall be counselled and advised verbally that their level of performance/attitude/timekeeping etc. is being reviewed. Specific examples will be given. [ii] If after a reasonable period of time there is no apparent improvement in the employee’s performance, a written statement will be issued by the company. The written statement will identify the areas of concern. [iii] If there is no or little improvement in performance, the employee will be given the opportunity to explain why this is so and subject to these reasons, may be issued with a final written statement [warning] detailing the areas of concern. [iv] If there continues to be no improvement as specified by the employer, the employee’s service shall be terminated forthwith. Throughout this process, the employee may select a ‘witness’ or ‘support’ person to be present at any discussions where it is intended that a written statement [warning] may be issued. A representative from the senior management level must also be present. Examples of unsatisfactory behaviour are as follows, but not limited to, poor attitude and/or performance with regard to: - customer and public relations - safety matters - relations and dealings with fellow employees and staff - operations of vehicles and equipment - maintenance of vehicles and equipment
Employee counselling procedure. With the object of retaining good employer/employee relations, no employee will be dismissed [except for misconduct which would justify instant dismissal] unless the following procedures have been followed:
Employee counselling procedure. If an Employee’s on-going attitude and/or performance is such to consider termination, the following procedure will be observed:
Employee counselling procedure
