Common use of Employee Performance Management Clause in Contracts

Employee Performance Management. 10.1 Where the Company believes that an employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and / or any other drug the following procedures will apply: 10.1.1 In the first instance, the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. Where an Employee is found to be affected by alcohol and / or any drug, counselling and rehabilitation may be offered to the Employee. In more serious cases a written warning may be issued at this stage. 10.1.2 If the Employee's work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. A further monitoring and review period may be set if appropriate. In more serious cases, the Company issues the Employee with a final written warning. 10.1.3 Should the matter still not be resolved, except where the Employee has already been issued with a final written warning, the Employee will be counselled again and a further written warning given. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted. 10.1.4 A final written warning should advise the Employee that unless there is an immediate and sustained improvement by the Employee, their employment may be terminated. 10.1.5 The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish.

Employee Performance Management. 10.1 4.8.1 Where the Company believes that an employee Employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and / or any other drug the following procedures will apply: 10.1.1 : • In the first instance, the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. Where an Employee is found to be affected by alcohol and / or any drug, counselling and rehabilitation may be offered to the Employee. In more serious cases a written warning may be issued at this stage. 10.1.2 . • If the Employee's work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again, again and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. A further monitoring and review period may be set if appropriate. In more serious cases, the Company issues the Employee with a final written warning. 10.1.3 . • Should the matter still not be resolved, except where the Employee has already been issued with a final written warning, the Employee will be counselled again and a further written warning given. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted. 10.1.4 . • A final written warning should advise the Employee that unless there is an immediate and sustained improvement by the Employee, their employment may be terminated.. Kilmac Civil Pty Ltd Enterprise Agreement 2023-2026 10.1.5 4.8.2 The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish. 4.8.3 Nothing prevents the Company from terminating the Employee's employment in accordance with this Agreement during any stage of this process.

Employee Performance Management. 10.1 4.6.1 Where the Company believes that an employee Employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and / or any other drug the following procedures will apply: 10.1.1 : • In the first instance, the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. Where an Employee is found to be affected by alcohol and / or any drug, counselling and rehabilitation may be offered to the Employee. In more serious cases a written warning may be issued at this stage. 10.1.2 . • If the Employee's ’s work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. A further monitoring and review period may be set if appropriate. In more serious cases, the Company issues the Employee with a final written warning. 10.1.3 . • Should the matter still not be resolved, except where the Employee has already been issued with a final written warning, the Employee will be counselled again again, and a further written warning given. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted. 10.1.4 . • A final written warning should advise the Employee that unless there is an immediate and sustained improvement by the Employee, their employment may be terminated. 10.1.5 4.6.2 The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish. 4.6.3 Nothing prevents the Company from terminating the Employee’s employment in accordance with this Agreement during any stage of this process.

Employee Performance Management. 10.1 4.8.1 Where the Company believes that an employee Employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and / or any other drug the following procedures will apply: 10.1.1 : • In the first instance, the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. Where an Employee is found to be affected by alcohol and / or any drug, counselling and rehabilitation may be offered to the Employee. In more serious cases a written warning may be issued at this stage. 10.1.2 . • If the Employee's ’s work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again, again and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. A further monitoring and review period may be set if appropriate. In more serious cases, the Company issues the Employee with a final written warning. 10.1.3 . • Should the matter still not be resolved, except where the Employee has already been issued with a final written warning, the Employee will be counselled again and a further written warning given. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted. 10.1.4 . • A final written warning should advise the Employee that unless there is an immediate and sustained improvement by the Employee, their employment may be terminated. 10.1.5 4.8.2 The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish. 4.8.3 Nothing prevents the Company from terminating the Employee’s employment in accordance with this Agreement during any stage of this process.

Employee Performance Management. 10.1 ‌ 4.6.1 Where the Company believes that an employee Employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and / or any other drug the following procedures will apply: 10.1.1 : • In the first instance, the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. Where an Employee is found to be affected by alcohol and / or any drug, counselling and rehabilitation may be offered to the Employee. In more serious cases a written warning may be issued at this stage. 10.1.2 . • If the Employee's work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again, again and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. A further monitoring and review period may be set if appropriate. In more serious cases, the Company issues the Employee with a final written warning. 10.1.3 . • Should the matter still not be resolved, except where the Employee has already been issued with a final written warning, the Employee will be counselled again and a further written warning given. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted. 10.1.4 . • A final written warning should advise the Employee that unless there is an immediate and sustained improvement by the Employee, their employment may be terminated. 10.1.5 4.6.2 The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish.

Employee Performance Management. 10.1 4.9.1. Where the Company believes that an employee Employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and / or any other drug the following procedures will apply: 10.1.1 : • In the first instance, the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. Where an Employee is found to be affected by alcohol and / or any drug, counselling and rehabilitation may be offered to the Employee. In more serious cases a written warning may be issued at this stage. 10.1.2 . • If the Employee's ’s work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again, again and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. A further monitoring and review period may be set if appropriate. In more serious cases, the Company issues the Employee with a final written warning. 10.1.3 . • Should the matter still not be resolved, except where the Employee has already been issued with a final written warning, the Employee will be counselled again and a further written warning given. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted. 10.1.4 . • A final written warning should advise the Employee that unless there is an immediate and sustained improvement by the Employee, their employment may be terminated. 10.1.5 4.9.2. The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish.

Employee Performance Management. 10.1 4.7.1 Where the Company believes that an employee Employee is not meeting the standards of performance, conduct reasonably expected of them or affected by alcohol and / or any other drug the following procedures will apply: 10.1.1 : • In the first instance, the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. Where an Employee is found to be affected by alcohol and / or any drug, counselling and rehabilitation may be offered to the Employee. In more serious cases a written warning may be issued at this stage. 10.1.2 . • If the Employee's ’s work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again, again and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. A further monitoring and review period may be set if appropriate. In more serious cases, the Company issues the Employee with a final written warning. 10.1.3 . • Should the matter still not be resolved, except where the Employee has already been issued with a final written warning, the Employee will be counselled again and a further written warning given. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted. 10.1.4 . • A final written warning should advise the Employee that unless there is an immediate and sustained improvement by the Employee, their employment may be terminated. 10.1.5 4.7.2 The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish. 4.7.3 Nothing prevents the Company from terminating the Employee’s employment in accordance with this Agreement during any stage of this process.