Misconduct and Serious Misconduct. 253 Where a staff member’s Supervisor or a relevant Delegate becomes aware of allegations that the staff member may have engaged in Misconduct or Serious Misconduct:
Misconduct and Serious Misconduct. Examples which, depending on the circumstances, may be considered misconduct for which warnings may be issued include but are not limited to: • Being discourteous to any other employee, customer or client. • Aggressive/argumentative behaviour. • Using abusive language that may cause offence to another person, while at work. • Failure to report any accident or personal injury occurring at work, no matter how minor the incident. • Careless or indifferent performance of duties. • Poor timekeeping, including absence from work without reasonable notification and/or approval • Failing to meet assigned deadlines, • Not wearing appropriate uniform. • Wilful waste of time or material. • Failure to comply with the Employer’s housekeeping requirements as stipulated. • Failure to comply with the Employer’s Policies and Procedures. Examples which, depending on the circumstances, may be considered serious misconduct that may result in instant dismissal include but are not limited to: • Repeat instances of misconduct for which a previous written warning has been issued • breaching work permit or visa conditions, or facilitating and/or allowing the breach of work permit or visa conditions. • Smoking in a non-smoking area. • Intentional breach of confidentiality. • Serious neglect or insubordination in the performance of duties without adequate explanation. • Intentional failure to obey a lawful and reasonable work instruction or direction given by the Employer. • Intentional breach of the Employer’s policies and procedures. • Being in possession of, or under the influence of, or consuming or selling drugs or alcohol, in the workplace. • Operating a company vehicle in an irresponsible manner which results in serious unsafe practices or damage to the Employer, customer, other employee, or any other person’s property. Unauthorised use of Employer equipment or vehicles. • Negligence, or deliberate act, or irresponsible use of workplace equipment or protective clothing, which may affect the safety of the employee or other employees or results in a serious safety or damage situation, including the removal of any safety devices. • Deliberate damage to Employer, customer, employee or another employee’s property. • Behaviour that is found to constitute Bullying and/or racial or sexual Harassment or Discrimination towards any employee, supplier and other business contact. • Theft and/or Fraud including unauthorised consumption of food and/or drink, providing unauthorised discounts ...
Misconduct and Serious Misconduct. (a) Before the VCP takes disciplinary action against a staff member for reasons amounting to misconduct or serious misconduct, the University will investigate the alleged behaviour and provide an opportunity for the staff member to respond to the allegations within ten working days.
Misconduct and Serious Misconduct. A decision on the payment of a withheld increment will be made following the review.
Misconduct and Serious Misconduct. 66.1. If an allegation of misconduct or serious misconduct (as defined in clauses 66.15 and 66.16) is made, the staff member will be:
Misconduct and Serious Misconduct. (a) Where a matter arises as to an Employee’s conduct, it will be discussed between the Employee and his/her supervisor to determine whether it can be resolved through guidance, counselling or other appropriate action in the first instance.
Misconduct and Serious Misconduct. 43.1. Where a matter which may involve misconduct or serious misconduct has been dealt with in good faith as if it were a case of unsatisfactory performance under Clause 42, the procedures of this Clause are not required, but the provisions of Clause 42, including notice periods and review procedures must be followed.
Misconduct and Serious Misconduct. 60.1. When it is clear after investigation that misconduct or serious misconduct has occurred, ANMAC will follow the following process before taking disciplinary action. • an employee will be formally advised in writing of: − the allegations − possible ramifications if the misconduct is proven − date and time for a disciplinary meeting − their entitlement to bring a support person. • an employee will be provided with at least 48 hours’ notice to prepare for the meeting • an employee will be given 10 working days to respond to the allegation and make a written submission.
Misconduct and Serious Misconduct. All parties to this Agreement are required to comply with the Xxxxxxx Guild Code of Conduct, all relevant laws and regulations and to follow all lawful and reasonable instructions of Guild management.
Misconduct and Serious Misconduct a) Before the VCP takes disciplinary action against a staff member for reasons amounting to misconduct or serious misconduct, the VCP must take the steps in this clause, except that, where a matter which may involve misconduct or serious misconduct has been dealt with in good faith as if it were a case of unsatisfactory performance, the procedures of this clause are not required.
