Common use of Interview Process Clause in Contracts

Interview Process. An interview of the employee should be conducted by the Company’s representative. It is appropriate for another member of management to be present as well as another nominated responsible employee from the site acceptable to the employee being disciplined. At the time of the interview the employee should be informed of the nature of the problem and be given the opportunity to explain his or her actions. The Company would then consider the employee’s response. If the employee’s explanation is a reasonable one, the matter would conclude. If, however, the employee’s explanation is not reasonable and the problem is not work related, efforts should be made to provide appropriate professional counselling or other outside assistance, where available. If the employee’s explanation is not reasonable and the problem is work related the employee will be disciplined in accordance with the “Formal Written Warnings” provisions set out below. At the same time a record of the disciplinary interview will be made which includes information such as: ▪ The nature of alleged poor work performance or unsatisfactory conduct and the specific details. ▪ The date/s of alleged poor work performance or unsatisfactory conduct. ▪ The date and time of the interview. ▪ The employee’s response to the allegations. ▪ The subsequent disciplinary action (if any) to be taken by the Company following the interview. ▪ Signature of the parties present at the interview. If the employee being disciplined refuses to sign this fact should be recorded. A copy of this record should be supplied to the employee concerned and the original placed on the employee’s personnel file. At the conclusion of the interview a date should be set for the parties to again meet and review the employee’s progress in addressing or correcting the issues that are the subject of a disciplinary warning unless a progress review would not be appropriate given the nature of the issue that has given rise to the disciplinary action.

Appears in 3 contracts

Samples: Workplace Agreement, Workplace Agreement, Workplace Agreement

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Interview Process. An interview of the employee should be conducted by the Company’s representative. It is appropriate for another member of management to be present as well as the site union delegate (if the employee is a member of a union) or another nominated responsible employee from the site acceptable to the employee being disciplined. At the time of the interview the employee should be informed of the nature of the problem and be given the opportunity to explain his or her actions. The Company would then consider the employee’s response. If the employee’s explanation is a reasonable one, the matter would conclude. If, however, the employee’s explanation is not reasonable and the problem is not work related, efforts should be made to provide appropriate professional counselling or other outside assistance, where available. If the employee’s explanation is not reasonable and the problem is work related the employee will be disciplined in accordance with the “Formal Written Warnings” provisions set out below. At the same time a record of the disciplinary interview will be made which includes information such as: The nature of alleged poor work performance or unsatisfactory conduct and the specific details. The date/s of alleged poor work performance or unsatisfactory conduct. The date and time of the interview. The employee’s response to the allegations. The subsequent disciplinary action (if any) to be taken by the Company following the interview. Signature of the parties present at the interview. If the employee being disciplined refuses to sign this fact should be recorded. A copy of this record should be supplied to the employee concerned and the original placed on the employee’s personnel file. At the conclusion of the interview a date should be set for the parties to again meet and review the employee’s progress in addressing or correcting the issues that are the subject of a disciplinary warning unless a progress review would not be appropriate given the nature of the issue that has given rise to the disciplinary action.

Appears in 1 contract

Samples: Workplace Agreement

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Interview Process. An interview of the employee should be conducted by the Company’s 's representative. It is appropriate for another member of management to be present as well as another the site union delegate (if the employee is a member of a union) or other nominated responsible employee from the site acceptable to the employee being disciplined. At the time of the interview the employee should be informed of the nature of the problem and be given the opportunity to explain his or her actions. The Company would then consider the employee’s response. If the employee’s explanation is a reasonable one, the matter would conclude. If, however, the employee’s explanation is not reasonable and the problem is not work related, efforts should be made to provide appropriate professional counselling or other outside assistance, where available. If the employee’s explanation is not reasonable and the problem is work related the employee will be disciplined in accordance with the "Formal Written Warnings" provisions set out below. At the same time a record of the disciplinary interview will be made which includes information such as: The nature of alleged poor work performance or unsatisfactory conduct and the specific details. The date/s of alleged poor work performance or unsatisfactory conduct. The date and time of the interview. The employee’s response to the allegations. The subsequent disciplinary action (if any) to be taken by the Company following the interview. Signature of the parties present at the interview. If the employee being disciplined refuses to sign this fact should be recorded. A copy of this record should be supplied to the employee concerned and the original placed on the employee’s personnel file. At the conclusion of the interview a date should be set for the parties to again meet and review the employee’s progress in addressing or correcting the issues that are the subject of a disciplinary warning unless a progress review would not be appropriate given the nature of the issue that has given rise to the disciplinary action.

Appears in 1 contract

Samples: Enterprise Agreement

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