Employee Suspension. Where, as a result of the employee’s behaviour, the application of the above table would lead to Employee termination, the Company may, at its discretion, apply an additional stage in the disciplinary process prior to dismissal. As an alternative to dismissal and at the discretion of the Employee’s Manager, the Employee concerned may be suspended from duties without pay for up to 5 working days. In considering whether to use their discretion to suspend without pay rather than effect dismissal as provided for by the company’s policy, the Employee’s Manager will give consideration to: • The employee’s past service record • Any contrition or remorse demonstrated by the Employee • Any other factors the Employee’s Manager considers relevant. Prior to implementing a dismissal disciplinary outcome consistent with the table above – the company may temporarily suspend an employee from duties in order to conduct appropriate investigations for up to 5 days. Suspensions for the purpose of investigation will be with pay. However, where as a result of the investigations, the breach/behaviour is found to have occurred and dismissal justified, the period in which the employee was suspended from duties with pay will count against the required notice period.
Employee Suspension. If employees feel that they have been unjustly suspended or discharged, the grievance will be handled starting at Step 3 of the Grievance Procedure.
Employee Suspension. Where, as a result of the employee’s behaviour, the application of the above table would lead to employee termination, the Company may, at its discretion, apply an additional stage in the disciplinary process prior to dismissal. As an alternative to dismissal, and at the discretion of the Branch Manager, the employee may be suspended from duties without pay for up to 5 working days. In considering whether to use their discretion to suspend without pay rather than effect dismissal as provided for by the company’s policy, the Branch Manager will give consideration to: • The employee’s past service record • Any contrition or remorse demonstrated by the employee • Any other factors the Branch Manager considers relevant. Prior to implementing a dismissal disciplinary outcome consistent with the table above – the company may temporarily suspend an employee from duties in order to conduct appropriate investigations for up to 5 days. Suspensions for the purpose of investigation will be with pay. However where, as a result of the investigations, the breach/behaviour is found to have occurred and dismissal justified, the period in which the employee was suspended from duties with pay will count against the required notice period.
Employee Suspension a) For serious performance related/disciplinary matters, where termination of employment is a possibility, the relevant Executive Leader may approve for the employee to be suspended (with pay) until the performance/disciplinary process is concluded.
Employee Suspension. Where, as a result of the employee’s behaviour, the application of the above table would lead to employee termination, the Company may, at its discretion, apply an additional stage in the disciplinary process prior to dismissal. As an alternative to dismissal, and at the discretion of the Branch Manager, the employee may be suspended from duties without pay for up to 5 working days. In considering whether to use their discretion to suspend without pay rather than effect dismissal as provided for by the company’s policy, the Branch Manager will give consideration to: • The employee’s past service record • Any contrition or remorse demonstrated by the employee • Any other factors the Branch Manager considers relevant. Prior to implementing a dismissal disciplinary outcome consistent with the table above – the company may temporarily suspend an employee from duties in order to conduct appropriate investigations for up to 5 days. Suspensions for the purpose of investigation will be with pay. However where, as a result of the investigations, the breach/behaviour is found to have occurred and dismissal justified, the period in which the employee was suspended from duties with pay will count against the required notice period. APPENDIX A – CLASSIFICATIONS & RELATIVITIES Classification Abbreviation % Relativity Construction Worker Level 1 CW1 92 Trades labourer, Jackhammer Operator, Mixer Driver (Concrete), Gantry Hand or Crane Hand Chaser, Cement Gun Operator, Concrete Cutting or Drilling Machine Operator, Concrete Gang including Concrete Floater, Roof Layer, Dump Cart Operator, Concrete Formwork Stripper, Xxxxxx, Stonemason Assistant, Steelfixer (less than 3 months Steelfixing experience) Construction Worker Level 2 CW2 96 Scaffolder, Powder Monkey, Hoist or Winch Driver, Foundation Shaftsman, Steelfixer, Tack Welder, Concrete Finisher, Demolition Labourer Construction Worker Level 3 CW3 (Non Trade) 100 Rigger, Dogman, Demolition Worker, Stonemason Machinist, Group A Operators: Air Compressor Operators, Electric Motor Attendants, all Winch Drivers, Servicepeople, Operators of other cranes up to and including 5 tonnes Construction Worker Level 3 CW3 (Trade) 100 All tradespersons including Xxxxxxxxx, Joiner, Bricklayer, Tiler, Plasterer, Stonemason, Painter etc, Asbestos Removal Worker Construction Worker Level 4 CW4 105 Marker-Setter Out, Signwriter, Lettercutter, Group B Operators: Tractor- up to,, but not exceeding 48kw (65hp), Skid Steer Tractor- up to,, but n...
Employee Suspension. 9.7.1 Immediate suspension may be made for reasons specified in Education Code section 44939.
