Performance Counselling. In the event that poor or unacceptable performance or conduct becomes apparent the relevant manager or supervisor will formally counsel the employee concerned with regard to such performance and identify strategies for improvement over a specified period. The relevant manager or supervisor will provide the employee with notes summarising the counselling session and expectations for improvement. The manager or supervisor will provide the employee with such assistance as is appropriate and reasonable to resolve any performance problem.
Performance Counselling. Team Leader informs the individual of the perceived problem, counsels the individual and sets out an agreed plan to remedy the problem. Details of this process will be noted in the employee’s personnel file. Should identified performance/behaviour related problems continue, the Team Leader will counsel the individual and allow the individual to account for their performance/behaviour, explain the consequences should the problems not be properly addressed, set out and document an agreed action plan including review dates. The person concerned will be asked to sign the written document. A copy of the documentation (first written warning) is to be held in the employee’s personnel file. After 3.15.ii). above, and no satisfactory progress is made, the procedures of 3.15.ii) above will be repeated and a second and final written warning will be issued in the presence of the Team Leader’s Manager, Plant Manager or Division Human Resources Manager. A copy of this further documentation (final written warning) will also be placed in the employee’s personnel file. If satisfactory progress is not made after 3.15.ii). or 3.15.iii). above, and the individual has had adequate time to respond, and the Team Leader’s Manager as well as the Division Human Resources Manager have been briefed and are in agreement, then the person’s contract of employment will be terminated. The individual shall at all times have the right of appeal to the Team Leader’s Manager if they feel aggrieved with the action of the Team Leader. Each warning remains in force for up to six months, unless a new warning is issued within those six months. In that case, any previous warning still in force remains valid for a further six months period following the new warning. Dismissal follows after the second and final written warning. Individuals have the right to have present an Employee Representative or an employee of their choice during steps 3.15.i). to 3.15.iv), above, External resources may be requested during steps 3.15.iii) and 3.15.iv), above. The staff member’s right to use the Dispute Settlement Process provided for in this Agreement shall not be prejudiced or limited by the operation of this procedure.
Performance Counselling. This procedure will be applied in instances where an employee’s performance and or behaviour is deemed to be unsatisfactory or commits an act of misconduct. This is to ensure there is a consistent and fair approach applied across the organisation. With the exception of cases of misconduct, any performance issues which become the subject of the process outlined in this clause, must have previously been dealt with through coaching.
Performance Counselling. If the Company considers that the performance of any employee is unsatisfactory, the Company’s representative will:
Performance Counselling. 107.1. Where a Team Leader thinks the work performance of an employee is at risk of falling below the general standard expected for a classification level (or the specific requirements for a particular job) the Team Leader will discuss their concern with the employee.
