Common use of Important procedural factors Clause in Contracts

Important procedural factors. (a) An Employee is entitled to be represented by a person or organisation of their choice including a Union. A reasonable opportunity is to be provided for a support person or representative of the Employee’s choice to attend all interviews or meetings conducted by the Employer with the Employee. (b) The Employer must take all reasonable steps to give the Employee a reasonable opportunity to answer any concerns or allegations. (c) The reason for any interview is to be explained. (d) The Employee is to be provided with any material which forms the basis of the concerns and any allegation against him or her and given a reasonable time to respond. (e) If the Employee raises an issue in response to the Employer’s concerns or allegations that warrants further investigation, the Employer shall take reasonable steps to investigate the matter. This will include interviewing witnesses identified by the Employee where possible. Where any further investigation results in additional materials (including witness statements) that material will be provided to the Employee.

Important procedural factors. (a) An Employee is entitled to be represented by a person or organisation of their choice including a Union. A reasonable opportunity is to be provided for a support person or representative of the Employee’s choice to attend all interviews or meetings conducted by the Employer with the Employee. (b) The Employer must take all reasonable steps to give the Employee a reasonable opportunity to answer any concerns or allegations. (c) The reason for any interview is to be explained. (d) The Employee is to be provided with any material which forms the basis of the concerns and any allegation against him or her them and given a reasonable time to respond. (e) If the Employee raises an issue in response to the Employer’s concerns or allegations that warrants further investigation, the Employer shall will take reasonable steps to investigate the matter. This will include interviewing witnesses identified by the Employee where possible. Where any further investigation results in additional materials (including witness statements) that material will be provided to the Employee.

Important procedural factors. (a) An Employee is entitled to be represented by a person or organisation of their choice including a Union. A reasonable opportunity is to be provided for a support person or representative of the Employee’s choice to attend all interviews or meetings conducted by the Employer with the Employee. (b) The Employer must take all reasonable steps to give the Employee a reasonable opportunity to answer any concerns or allegations. (c) The reason for any interview is to be explained. (d) The Employee is to be provided with any material which forms the basis of the concerns and any allegation against him or her them and given a reasonable time to respond. (e) If the Employee raises an issue in response to the Employer’s concerns or allegations that warrants further investigation, the Employer shall take reasonable steps to investigate the matter. This will include interviewing witnesses identified by the Employee where possible. Where any further investigation results in additional materials (including witness statements) that material will be provided to the Employee.

Important procedural factors. (a) An Employee is entitled to be represented by a person or organisation of their choice including a Union. A reasonable opportunity is to be provided for a support person or representative of the Employee’s choice to attend all interviews or meetings conducted by the Employer EACH, or conducted on EACH’s behalf, with the Employee. (b) The Employer EACH must take all reasonable steps to give the Employee a reasonable opportunity to answer any concerns or allegations. (c) The reason for any interview is to be explained. (d) The Employee is to be provided with any material which forms the basis of the concerns and any allegation against him or her them and given a reasonable time to respond. (e) If the Employee raises an issue in their response to the EmployerEACH’s concerns or allegations allegations, that warrants further investigation, the Employer shall EACH will take reasonable steps to investigate the matter. This will include interviewing witnesses identified by the Employee where possible. Where any further investigation results in additional materials (including witness statements) that material will be provided to the Employee.