Common use of EMPLOYEE DISCIPLINARY PROCEDURE Clause in Contracts

EMPLOYEE DISCIPLINARY PROCEDURE. 10.1 The employee disciplinary procedure is an interactive process to deal with any concerns by the Employer about the behaviour of an employee whose employment is subject to this Agreement. 10.2 The employee disciplinary procedure operates as follows: (a) Step 1 - In the first instance, the supervisor and the employee concerned shall discuss the issue. (b) Step 2 - lf the concern continues or another concern arises, the supervisor shall formally counsel the employee. (c) Step 3 - If concern about the employee continues, a more senior manager of the Employer shall formally counsel the employee. (d) Step 4 - If that concern continues, the Employer shall formally warn the employee. (e) Step 5 - If that concern continues, the employee's employment may be terminated. 10.3 At steps 2 to 4, formal counselling(s) and formal warning(s) shall be in writing and shall advise the employee of: (a) the behaviour deemed to be unsatisfactory; (b) the action to be taken to correct the situation; (c) the consequence of continuing the unsatisfactory behaviour; (d) what assistance the Employer can provide (if any) to help the employee meet the required performance; and (e) a review date to assess performance improvement progress. 10.4 The employee shall be given the opportunity to record their version of the situation and shall be supplied with a copy of any written material relating to the counselling and/or warning. 10.5 Where the Employer believes it appropriate, the supervisor may formally counsel the employee when the concern first arises. 10.6 At steps 2 to 5 in Clause 10.2, the employee may choose to have a representative (including an accredited delegate of a relevant Union bound by this Agreement) in attendance. 10.7 Nothing in this clause shall affect the right of the Employer to summarily dismiss an employee for conduct which justifies summary dismissal.

EMPLOYEE DISCIPLINARY PROCEDURE. 10.1 11.1 The employee disciplinary procedure is an interactive process to deal with any concerns by the Employer about the behaviour of an employee whose employment is subject to this Agreement. 10.2 11.2 The employee disciplinary procedure operates as follows: (a) Step 1 - – In the first instance, the supervisor and the employee concerned shall discuss the issue. (b) Step 2 - lf – If the concern continues or another concern arises, the supervisor shall formally counsel the employee. (c) Step 3 - – If concern about the employee continues, a more senior manager of the Employer shall formally counsel the employee. (d) Step 4 - – If that concern continues, the Employer shall formally warn the employee. (e) Step 5 - – If that concern continues, the employee's ’s employment may be terminated. 10.3 11.3 At steps 2 to 4, formal counselling(scounseling(s) and formal warning(s) shall be in writing and shall advise the employee of: (a) the behaviour deemed to be unsatisfactory; (b) the action to be taken to correct the situation; (c) the consequence of continuing the unsatisfactory behaviour; (d) what assistance the Employer can provide (if any) to help the employee meet the required performance; and (e) a review date to assess performance improvement progress. 10.4 11.4 The employee shall be given the opportunity to record their version of the situation and shall be supplied with a copy of the any written material relating to the counselling counseling and/or warning. 10.5 11.5 Where the Employer believes it appropriate, the supervisor may formally counsel the employee when the concern first arises. 10.6 11.6 At steps 2 to 5 in Clause 10.2clause 11.2, the employee may choose to have a representative (including an accredited delegate of a relevant Union bound by this Agreement) from the workforce in attendance. 10.7 11.7 Nothing in this clause shall affect the right of the Employer to summarily dismiss an employee for conduct which justifies summary dismissal. 11.8 Any dispute arising out of this procedure shall be dealt with in accordance with the dispute resolution procedure set out below.

EMPLOYEE DISCIPLINARY PROCEDURE. 10.1 The employee disciplinary procedure is an interactive process to deal with any concerns by the Employer about the behaviour of an employee whose employment is subject to this Agreement. 10.2 The employee disciplinary procedure operates as follows: (a) Step 1 - In the first instance, the supervisor and the employee concerned shall discuss the issue. (b) Step 2 - lf If the concern continues or another concern arises, the supervisor shall formally counsel the employee. (c) Step 3 - If concern about the employee continues, a more senior manager of the Employer shall formally counsel the employee. (d) Step 4 - If that concern continues, the Employer shall formally warn the employee. (e) Step 5 - If that concern continues, the employee's employment may be terminated. 10.3 At steps 2 to 4, formal counselling(s) and formal warning(s) shall be in writing and shall advise the employee of: (a) the behaviour deemed to be unsatisfactory; (b) the action to be taken to correct the situation; (c) the consequence of continuing the unsatisfactory behaviour; (d) what assistance the Employer can provide (if any) to help the employee meet the required performance; and (e) a review date to assess performance improvement progress. 10.4 The employee shall be given the opportunity to record their version of the situation and shall be supplied with a copy of any written material relating to the counselling and/or warning. 10.5 Where the Employer believes it appropriate, the supervisor may formally counsel the employee when the concern first arises. 10.6 At steps 2 to 5 in Clause 10.25, the employee may choose to have a representative (including an accredited delegate support person of a relevant Union bound by this Agreement) the employee's choice in attendance. 10.7 Nothing in this clause shall affect the right of the Employer to summarily dismiss an employee for conduct which justifies summary dismissal.