Ending Employment Without Notice. 12.3.1 Xxxxxxxxx may end the employment of the Employee without notice if the Employee is guilty of serious misconduct.
12.3.2 The type of conduct by the Employee that may allow Xxxxxxxxx to end their employment without notice, after consideration of the circumstances, includes but is not limited to:
12.3.2.1 Breaching the zero Blood Alcohol laws governing Heavy Vehicle operations or being under the influence of illegal drugs whilst on duty.
12.3.2.2 Stealing, fraud, assault or other criminal behaviour.
12.3.2.3 Sexual harassment and other offensive or harassing behaviour.
12.3.2.4 Not carrying out health and safety obligations.
12.3.2.5 Refusing to carry out a lawful and reasonable instruction given by Xxxxxxxxx.
12.3.2.6 Not carrying out the Employee’s duty;
12.3.2.7 Abandonment of the vehicle being operated by the Employee.
12.3.2.8 Driving a Heavy Vehicle in an unsafe or irresponsible manner.
12.3.2.9 Failure to inform Xxxxxxxxx as soon as practicable of any en-route incident(s); including accidents; actual or potential breaches of Mass, Load Restraint, Driving Hours or speeding or other laws; on-road enforcement events that may or will result in infringements against the vehicle, Fletchers or the Employee; and any other event that may affect the operations of Fletchers and/or the Employee’s ability to perform their duties legally and safely.
12.3.2.10 Where the Employee is found to have tampered with company vehicles or equipment for any reason without authorisation from Xxxxxxxxx, the Employee may be liable for the costs incurred by Xxxxxxxxx in rectifying the situation, including the payment of any fines arising from the tampering.
12.3.3 The type of conduct by Xxxxxxxxx that may allow the Employee to end their employment without notice, after a consideration of the circumstances, includes but is not limited to:
12.3.3.1 Assault or other criminal behaviour.
12.3.3.2 Sexual harassment and other offensive or harassing behaviour.
12.3.3.3 Not carrying out health and safety obligations.
12.3.3.4 Requiring the Employee to carry out an unlawful and unreasonable instruction.
Ending Employment Without Notice. 23.3.1. The Company may end the employment of the Employee without notice if the Employee is guilty of serious misconduct.
23.3.2. The type of conduct by the Employee that may allow the Company to end their employment without notice, after consideration of the circumstances, includes but is not limited to:
a. Breaching the zero Blood Alcohol laws governing Heavy Vehicle operations or being under the influence of illegal drugs whilst on duty.
b. Stealing, fraud, assault or other criminal behaviour.
c. Sexual harassment and other offensive or harassing behaviour.
d. Not carrying out health and safety obligations.
e. Refusing to carry out a lawful and reasonable instruction given by the Company.
f. Not carrying out the Employee’s duty;
g. Abandonment of the vehicle being operated by the Employee.
h. Driving a Heavy Vehicle in an unsafe or irresponsible manner.
i. Failure to inform the company as soon as practicable of any en-route incident(s); including accidents; actual or potential breaches of Mass, Load Restraint, Driving Hours or speeding or other laws; on-road enforcement events that may or will result in infringements against the vehicle, the company or the Employee; and any other event that may affect the operations of the company and/or the Employee’s ability to perform their duties legally and safely.
j. Where the Employee is found to have tampered with company vehicles or equipment for any reason without authorisation from the Company, the Employee may be liable for the costs incurred by the company in rectifying the situation, including the payment of any fines arising from the tampering
23.3.3. The type of conduct by the Company that may allow the Employee to end their employment without notice, after a consideration of the circumstances, includes but is not limited to:
a. Assault or other criminal behaviour.
b. Sexual harassment and other offensive or harassing behaviour.
c. Not carrying out health and safety obligations.
d. Requiring the Employee to carry out an unlawful and unreasonable instruction.
Ending Employment Without Notice. 25.1 We may immediately, without notice or payment in lieu of notice, terminate your employment if you are found to have engaged in serious misconduct.
25.2 Serious misconduct" is defined in the Fair Work Regulations 2009 (Cth) and in common law to include:
(a) Wilful or deliberate behaviour that is inconsistent with the continuation of employment;
(b) Conduct that causes serious risk to the health or safety of a person, or the reputation, viability or profitability of the employer's business;
(c) Engaging in theft, fraud or assault;
(d) Harassing, sexually or otherwise, or discriminating against other employees, contractors or customers of the employer;
(e) Being intoxicated or under the influence of drugs at work;
(f) Refusing to carry out a lawful, reasonable instruction by a supervisor or manager (including attending for work);
25.3 If your employment is terminated due to serious misconduct, you will be paid your entitlements up to your final working day.
Ending Employment Without Notice. The employer may end the employment of an employee without notice if the employee’s conduct is clearly wrong, dangerous or unsuitable for their employment. The type of conduct by an employee that may allow an employer to end their employment without notice, after a consideration of the circumstances, includes: • Assault or other criminal behaviour; • Being drunk or under the influence of illegal drugs; • Stealing, fraud, assault or other criminal behaviour; • Sexual harassment and other offensive or harassing behaviour; • Not carrying out health and safety obligations; • Refusing to carry out a lawful and reasonable instruction; • Not carrying out an employee’s duty; • Prior misconduct - if the employee has engaged in conduct prior to entering into this Agreement, which, if it were committed during the course of this Agreement, would justify the Employer terminating the employment without prior notice.
Ending Employment Without Notice. 19.3.1. The Company may end the employment of the Employee without notice if the Employee’s conduct is unacceptable, dangerous or unsuitable for their employment.
19.3.2. The type of conduct by the Employee that may allow the Company to end their employment without notice, after consideration of the circumstances, includes but is not limited to:
Ending Employment Without Notice. The employer may end the employment of an employee without notice if the employee’s conduct is clearly wrong, dangerous or unsuitable for their employment. The type of conduct (“misconduct”) by an employee that may allow an employer to end their employment without notice, after a consideration of the circumstances, includes, but is not limited to: • Being drunk or under the influence of illegal drugs; • Drinking alcohol or consuming illegal drugs whilst on duty; • Performing a criminal act; • Stealing, fraud, assault or other criminal behaviour; • Sexual harassment or other offensive or harassing behaviour; • Not carrying out health and safety obligations; • Refusing to carry out a lawful and reasonable instruction; • Refusing to carry out an employee’s duty; • Conduct that causes serious and imminent risk to the reputation, viability or profitability of the employer’s business; • Conduct that causes serious and imminent risk to a person’s health & safety; • Material or persistent breaches of this CA; • The employee becomes of unsound mind; • Any other matters not set out above but which are defined as “serious misconduct” in the Workplace Relations Regulations 2006 or any subsequent amendments. Xxxxx Grove Collective Agreement
Ending Employment Without Notice. The employment may be ended without notice for gross misconduct whereby the employees conduct is clearly wrong, dangerous or in breach of the company polices in relation to the matters set out hereunder. The type of gross misconduct as outlined within the definitions will allow us to end the employment without notice, but after a reasonable consideration of the circumstances, including but is not limited to the following:
a) Being adversely effected by alcohol or illegal drugs
b) Stealing, unauthorized possession, fraud, assault or other criminal behaviour
c) Sexual harassment and other offensive or harassing behaviour
d) Not carrying out health and safety obligations
e) Refusing to carry out a lawful and reasonable instruction f) Or, significant matters which would prevent the employment relationship continuing.
Ending Employment Without Notice. 1. The employer may terminate the employment of an employee without notice if the employee’s conduct is clearly inappropriate, dangerous or unsuitable for their employment. Similarly, the employee may terminate their employment without notice if the employer’s conduct is clearly inappropriate, dangerous or unsuitable for the employee.
2. The type of conduct by the employee that may allow an employer to terminate their employment without notice, after due consideration of circumstances supported by reasonable evidence, includes but are not limited to:
(i) being drunk or under the influence of illegal drugs
(ii) stealing, fraud, assault or other criminal behaviour
(iii) sexual harassment and other offensive or harassing behaviour
(iv) not carrying out health and safety obligations
(v) refusing to carry out a lawful and reasonable instruction
(vi) not carrying out the employee’s duty, in accordance with job specification.
3. The type of conduct by the employer that may allow the employee to terminate his/her employment without notice, after a consideration of circumstances, includes but are not limited to:
(i) assault or other criminal behaviour
(ii) sexual harassment and other offensive or harassing behaviour
(iii) not carrying out health and safety obligations
(iv) requiring the employee to carry out an unlawful and unreasonable instruction.
Ending Employment Without Notice. 8.2.1 Mirvac may end an Associate’s employment without notice in circumstances where an Associate engages in serious or wilful misconduct or breach this Agreement or engages in other conduct which at common law would justify instant dismissal.
8.2.2 Examples of the types of conduct that may result in the employment of an Associate being terminated without notice include but are not limited to: • Consumption of alcoholic beverages or drugs whilst on duty; • Being under the influence of alcohol or drugs while on duty or on the premises without prior authorisation; • A breach of Mirvac policies or procedures or Code of Conduct; • An act of dishonesty whether with respect to Mirvac or any other person on Mirvac property; • Theft of attempted theft while on Mirvac property; • Refusal to comply with a lawful instruction; • Provision of a benefit (whether discount or complimentary) to any person without authorisation; • Soliciting a personal benefit from any person while on Mirvac property; • Gambling while on duty or on premises; • Conviction for a felony or misdemeanour that is relevant to their employment; • Falsification of documents or records; • Unauthorised disclosure of confidential information to any person; • Unauthorised access to a guest’s room; • Negligent or wilful destruction of or damage to Mirvac property; • Failure or refusal to comply with occupational health and safety obligations; • Failure to report for duty on three consecutive shifts without adequate justification.
Ending Employment Without Notice. UCMH may end an Employee’s employment at any time without notice if the Employee:
(1) engages in serious misconduct;
(2) is seriously negligent in the performance of his or her duties;
(3) commits a serious or persistent breach of this Agreement;
(4) commits an act, whether at work or otherwise, which brings UCMH into disrepute; or
(5) is convicted of an offence punishable by imprisonment.
