Formal Counselling. In the first instance, the employee will be counselled as to where their performance or conduct is deficient. The steps to be taken to remedy the deficiency will be agreed and a review period will be set. In more serious cases a written warning may be issued at this stage.
Formal Counselling. This step requires a detailed discussion of an employee’s inappropriate conduct and how the conduct is contrary to the relevant Company rules and requirements, any underlying reasons for the conduct and commitment to correct and/or improve the area of concern.
Formal Counselling. This involves an employee being called into a discussion away from the immediate work area and informed of a problem. A personnel file note should be made to record that the counselling occurred but is not considered a written warning.
Formal Counselling. Employees will be counselled about the matter and details will be noted in the Operation Manager’s or Supervisor’s diary. A Union Delegate may be present at the employee’s request.
Formal Counselling. Where the normal counselling process has not resulted in an improvement, formal counselling will be required. The union representative will be present unless requested otherwise by the employee. In the presence of the union representative the supervisor may seek other employer involvement. The same steps as are involved in counselling are applicable; however, the supervisor makes a written record which is copied to the employee (and employee shop xxxxxxx, if involved) and a copy on the employee's file. If the problem is resolved, no further action is required. If there is some improvement, but the problem is not resolved, further counselling may be required. If there has been no improvement, disciplinary action will be required.
Formal Counselling. 1.38.7.1 Formal management of Unsatisfactory Work Performance commences with the Employee receiving formal counselling. The University will:
(a) advise the Employee of the Unsatisfactory Work Performance and confirm the commencement of the formal counselling stage;
(b) outline the standard required of the Employee;
(c) provide the Employee with an opportunity to address concerns regarding Unsatisfactory Work Performance within a reasonable timeframe.
1.38.7.2 The Employee will be advised of the consequences of not improving their performance within a reasonable period of time set by the University (Review Period) and of engaging in any further Unsatisfactory Work Performance.
1.38.7.3 If the University determines that the Employee has met the required standard of performance within the Review Period, the University will advise the Employee that:
(a) they have satisfied the performance improvement requirements; and
(b) no further action will be taken by the University unless the Employee engages in continued or repeated Unsatisfactory Work Performance, in which case the formal Unsatisfactory Work Performance process may continue to the next stage.
Formal Counselling. This step requires a detailed discussion of an employee's inappropriate conduct and how the conduct is contrary to relevant company rules and requirements, any underlying reasons for the conduct and a participative commitment to correct and/or improve the area of concern. The procedure involves discussion of the following matters with the employee:
(i) What is required of the employee,
(ii) Where and how the employee's conduct does not comply with relevant company rules and requirements,
(iii) What needs to be done by the employee to meet company rules and requirements and appropriate steps which may assist the employee,
(iv) The likely results of failure to meet company rules and requirements,
(v) The date to review the employee's conduct. Formal counselling should be seen to be clearly understood to be an assistance and education function within the disciplinary procedure. Where consensus cannot be reached the Manager will refer the matter for discussion to more Senior Management.
Formal Counselling. 1.47.7.1. Formal management of Unsatisfactory Work Performance commences with the Employee receiving formal counselling. The University will:
(a) advise the Employee of the Unsatisfactory Work Performance and confirm the commencement of the formal counselling stage;
(b) outline the standard required of the Employee;
(c) provide the Employee with an opportunity to respond within a reasonable timeframe; and
(d) provide the Employee with an opportunity to address concerns regarding Unsatisfactory Work Performance within a reasonable timeframe.
1.47.7.2. The Employee will be advised of the consequences of not improving their performance within a reasonable period of time and of engaging in any further Unsatisfactory Work Performance.
1.47.7.3. If the University determines that the Employee has met the required standard of performance within the timeframe set by the University to review the performance (Review Period), the University will advise the Employee that:
(a) they have satisfied the performance improvement requirements; and
(b) no further action will be taken by the University unless the Employee engages in continued or repeated Unsatisfactory Work Performance, in which case the formal Unsatisfactory Work Performance process may continue to the next stage.
Formal Counselling. A formal counselling is conducted by the supervisor/manager identifying the nature of unsatisfactory work performance or behaviour and informing the Employee that failure to address the problem may result in further disciplinary action.
Formal Counselling. First session]
39.2.1 The supervisor will formally meet with the staff member to provide details of the unsatisfactory performance, the required improvements to meet the expectations of satisfactory performance and an appropriate timeline for addressing these concerns and demonstrating satisfactory performance. A first review period will be set and a documented performance improvement plan will be developed jointly with the staff member.
39.2.2 The staff member will be provided an opportunity to raise any relevant issues with their supervisor including any extenuating circumstances.
39.2.3 The staff member will be provided with written details of the counselling.
39.2.4 If there is sufficient improvement by the end of the first counselling no further action will be taken.
