Final Formal Warning. This occurs where there has been a continuation of poor performance for which the Employee has already received a formal warning. In the event that the offence occurs that is serious enough to require an immediate final warning an investigation into the incident will occur before issuing a First and Final Warning. In these instances, after discussion, a written warning is given to the individual explaining the performance problem, what is expected of the Employee in addressing the problem, and the consequences of not complying within a set period of time. The final warning will be prepared in consultation with the HR Representatives and the Area Business Manager. This will be placed on the Employee's personal file, a copy will be given to the Employee and if requested, the Employee's representative.
Final Formal Warning. Should a further incident of unacceptable behaviour or performance by the same Employee occur again and a prior written warning has been issued: The same process outlined in clause 32.2.2 above will be repeated. If after this process the Manager deems it appropriate, a final warning will be given to the Employee. The content of such a warning will include but not necessarily be restricted to:
Final Formal Warning. This occurs where there has been a continuation of poor performance for which the employee has already received a formal warning or an offence occurs, which is serious enough to require an immediate final warning. In these instances, after discussion, a written warning is given to the individual explaining the performance problem, what is expected of the employee in addressing the problem, and the consequences of not complying within a set period of time. The Supervisor and Operations Manager must advise the Manager NSW Coal and the Human Resources Manager at this stage. The final warning will be placed on the employee's personal file, and a copy will be given to the employee. This will be reviewed as part of the on-going performance review of employees.
Final Formal Warning. This occurs where there has been a continuation of poor performance for which the employee has already received a formal warning. In the event that the offence occurs that is serious enough to require an immediate final warning an investigation into the incident will occur before issuing a First and Final Warning. In these instances, after discussion, a written warning is given to the individual explaining the performance problem, what is expected of the employee in addressing the problem, and the consequences of not complying within a set period of time. The final warning will be prepared in consultation with HR and the NER Operations Manager. This will be placed on the employee’s personal file, a copy will be given to the employee and if requested, the employee’s representative.
Final Formal Warning. Where the same or similar behaviour continues and it is necessary to issue a second formal warning, this shall be issued, in warning, by an officer of the company. A copy of the written warning shall be given to the employees representative. At the time of issuing the written warning the officer of the company will canvass the desirability of counselling the employee.
