First Interview Clause Samples
The 'First Interview' clause establishes the requirement and process for conducting an initial meeting or interview between relevant parties. Typically, this clause outlines when and how the first interview will be scheduled, who should attend, and the objectives to be achieved during the meeting, such as assessing qualifications or clarifying expectations. Its core function is to ensure that both parties have a structured opportunity to communicate early in the engagement, facilitating informed decision-making and setting the stage for further interactions.
First Interview. An Employee with an unsatisfactory absenteeism record or where an Employee has failed to comply with the notice and evidence requirements under this Agreement the Employee shall be interviewed by the Employer with a representative if the Employee so requests. Where there is no satisfactory explanation the Employee will have their absences monitored. Where there are genuine reasons for the Employee’s absences then the Employer will seek to assist the Employee and the Employee will seek to provide as much notice as possible of any future leave.
First Interview. Interviews are conducted by the relevant Supervisory Staff Member, together with a People & Culture representative, for a First Positive Test Result for drugs or alcohol. During this interview, the employee is advised of the health and safety risks within the workplace associated with drug or alcohol use. The employee’s view of any underlying reasons should be discussed.
A MRC employee who acknowledges a drug or alcohol problem will be referred to a counsellor in accordance with Council’s Employee Assistance Program (up to five (5) confidential counselling sessions are available). Referrals to drug or alcohol education/rehabilitation will also be offered.
First Interview. Counselling
First Interview. Counselling The Manager shall discuss with the Employee the poor performance or misconduct and decide on the appropriate action to remedy the situation. This interview will be recorded in writing and may be followed by a letter of warning being issued to the Employee.