Objectives and Application. H4.1 This clause establishes procedures for managing misconduct or alleged misconduct by an employee.
Objectives and Application. 91.1 This Section establishes procedures for managing misconduct or alleged misconduct by an employee.
Objectives and Application. This clause establishes procedures for managing misconduct or alleged misconduct by an employee. This clause applies to all employees, except casual employees who are not eligible casual employees. In applying these procedures to officers on probation, temporary employees or eligible casual employees, the head of service may determine that procedures and practices throughout clauses H10 - to H11 - apply on a proportionate basis according to the circumstances of the case and in accordance with the principles of procedural fairness and natural justice. If the process is to be applied on a proportionate basis in accordance with this subclause the content of that process, along with any estimated timeframes, will be communicated to the employee when the process commences. The objective of these procedures is to encourage the practical and expeditious resolution of misconduct issues in the workplace. All parties have an obligation to participate in misconduct processes in good faith. What is Misconduct For the purposes of this Section, misconduct includes any of the following: the employee fails to meet the obligations set out in section 9 of the PSM Act 1994; the employee engages in conduct that the head of service or the Public Sector Standards Commissioner is satisfied may bring, or has brought, the Directorate or the ACTPS into disrepute; a period of unauthorised absence and the employee does not offer a satisfactory reason on return to work; the employee is found guilty of, or is convicted of a criminal offence or where a court finds that an employee has committed an offence but a conviction is not recorded, taking into account the circumstances and seriousness of the offence, the duties of the employee and the interests of the ACTPS and/or the Directorate; the employee fails to notify the head of service of criminal charges in accordance with clause H12 -; or the employee makes a vexatious or knowingly false allegation against another employee. What is Serious Misconduct Serious misconduct means conduct that is so serious that it may be inconsistent with the continuation of the employee’s employment with the Territory. Serious misconduct is defined within the Fair Work Regulations. H7 -Dealing with Allegations of Misconduct Upon becoming aware of a matter of alleged misconduct the head of service will determine whether or not the matter needs to be investigated. Where the head of service determines that investigation is required the head of service will r...
Objectives and Application. M1.1 Under this Section, procedures are established for employees to seek a review of management actions that affect their employment with the ACTPS.
Objectives and Application. 48.1 Under this Section, procedures are established for employees to seek a review of management actions that affect them.
Objectives and Application. 4.1. Pre-Design Phase (Conceptualization)
Objectives and Application. 30.1 This Section establishes the procedures for managing misconduct by an employee. Misconduct arises in any of the circumstances described in clause 31.131.1(a)- 31.1(c). The objective of these procedures is to encourage the practical and expeditious resolution of discipline issues in the workplace.
Objectives and Application. 41.1 Under this Section, procedures are established for managing discipline issues arising from misconduct by an employee. The objective of these procedures is to encourage the practical and expeditious resolution of discipline issues in the workplace.
Objectives and Application. 89.1 Under this Section, procedures are established for managing under-performance by an employee.
Objectives and Application. 96.1 This Section establishes proced(res for managing miscond(ct or alleged miscond(ct by an employee.
