Possible outcomes. (a) Where it is determined that after following the procedures in this clause that disciplinary action is warranted, the Employer may take any of the following steps depending on the seriousness of the conduct or performance:
(i) counsel the Employee, with the counselling recorded on the Employee’s personnel file. Before issuing a warning it is anticipated that constructive counselling will be undertaken with the Employee where appropriate to assist the Employee to rectify the problem at an early stage to reinforce/set appropriate performance standards;
(ii) give the Employee a first warning, which will be verbal and a record of the warning recorded on the Employee’s personnel file;
(iii) give the Employee a second written warning in the event that the Employee has previously been given a first warning within the previous 12 months for that course of conduct;
(iv) give the Employee a final written warning in the event that the Employee has previously been given a second written warning within the preceding 12 month period for that course of conduct;
(v) terminate the Employee’s employment on notice in the case of an employee who repeats a course of conduct for which a final warning was given in the preceding 12 months;
(vi) terminate the Employee’s employment without notice where the conduct is serious misconduct within the meaning of the Act that is wilful and deliberate; or
(vii) as an alternative to termination for serious misconduct (under subclause 8.5(a)(vi), the Employer may issue the Employee with a warning. This does not affect the Employer’s right to terminate the Employee’s employment where a further act of serious misconduct occurs.
(b) The Employer’s decision and a summary of its reasons will be notified to the Employee in writing.
(c) If after any warning, a period of 12 months elapses without any further warning being required, all adverse reports relating to the warning must be removed from the Employee's personnel file.
(d) A dispute over the clause is to be dealt with in accordance with the Dispute Resolution Procedure.
Possible outcomes. (a) Where it is determined that having followed the procedures in this clause that disciplinary action is warranted, the Employer may take any of the following steps depending on the seriousness of the Conduct or Performance and the steps shall be recorded on the Employee's personnel file:
(i) where the Performance or Conduct issue does not constitute Serious Misconduct:
(A) counsel the Employee;
(B) give the Employee a first written warning;
(C) give the Employee a second written warning in the event that the Employee has previously been given a first warning within the previous 12 months for that course of Conduct;
(D) give the Employee a final written warning in the event that the Employee has previously been given a second written warning within the preceding 12 month period for that course of Conduct;
(E) terminate the Employee’s employment on notice in the case of an employee who repeats a course of Conduct for which a final warning was given in the preceding 12 months; or
Possible outcomes. A description or listing of possible disciplinary outcomes and remedies that may be implemented following a determination of responsibility must be provided to both parties.
Possible outcomes. (a) Where it is determined that after following the procedures in this clause that disciplinary action is warranted, the Health Service may take any of the following steps depending on the seriousness of the conduct or performance:
(i) counsel the Doctor, with the counselling recorded on the Doctor’s personnel file;
(ii) give the Doctor a first warning, which will be verbal and a record of the warning recorded on the Doctor’s personnel file;
(iii) give the Doctor a second written warning in the event that the Doctor has previously been given a first warning within the previous 12 months for that course of conduct;
(iv) give the Doctor a final written warning in the event that the Doctor has previously been given a second written warning within the preceding 18 month period for that course of conduct;
Possible outcomes. Where it is determined that after following the procedures in this clause that disciplinary action is warranted, the Employer may take any of the following steps depending on the seriousness of the conduct:
10.5.1 counsel the employee, with the counselling recorded on the employee’s personnel file;
10.5.2 give the employee a first written warning and a record of the warning recorded on the personnel file;
10.5.3 where the employee is counselled or given a first written warning, the Employer shall provide and discuss strategies and guidelines with that employee to help them meet required standards.
10.5.4 give the employee a second written warning in the event that the employee has previously been given a first warning within the previous 12 months for that course of conduct ;
10.5.5 give the employee a final written warning in the event that the employee has previously been given a second written warning within the preceding 18 month period for that course of conduct;
10.5.6 Terminate the employee with notice in the case of an employee who repeats a course of conduct for which a final warning was given in the preceding 18 months
10.5.7 Terminate the employee without notice where the conduct is serious misconduct (as defined for the purposes of the Fair Work Act) that is wilful and deliberate. In this case, the Employer may issue the employee with a final warning as an alternative to dismissal
Possible outcomes. The chart attached hereto as Exhibit B is intended to summarize the possible cash benefits payable under this Article 2 in the circumstances indicated and is incorporated into this Agreement for the convenience of the parties.
Possible outcomes. Where it is determined that after following the procedures in this clause 24 that disciplinary action is warranted, the Employer may take any of the following steps depending on the seriousness of the Conduct or Performance and the steps shall be recorded on the Employee's personnel file:
Possible outcomes. (a) Where, after following the procedure in this clause 16, it is determined based on evidence that the Employee has engaged in Misconduct or Serious Misconduct and that disciplinary action is warranted, the Employer may take disciplinary action, which shall be recorded on the Employee's personnel file, as follows:
Possible outcomes a. Where it is determined that after following the process provided for in subclauses 15.2 and 15.3 (as applicable) the Employee has met the performance management requirements:
(i) The Employer will notify the Employee in writing of the outcome.
b. Where it is determined that after following the process provided for in subclauses 15.2 and 15.3 (as applicable), the Employee has not met all of or part of the performance management requirements, the Employer may take any of the following steps:
(i) develop a subsequent performance improvement plan, including providing additional training support to the Employee;
(ii) counsel the Employee;
(iii) issue a written or verbal advice that is placed on the Employee file until the Employee improves their performance in the identified area of underperformance.
Possible outcomes. (a) Where it is determined that after following the procedures in this clause that disciplinary action is warranted, the Employer may take any of the following steps depending on the seriousness of the conduct or performance:
(i) counsel the Employee, with the counselling recorded on the Employee’s personnel file;
(ii) give the Employee a first warning, which will be verbal and a record of the warning recorded on the Employee’s personnel file;
(iii) give the Employee a second written warning in the event that the Employee has previously been given a first warning within the previous 12 months for that course of conduct;
(iv) give the Employee a final written warning in the event that the Employee has previously been given a second written warning within the preceding 18 month period for that course of conduct;
