Common use of Procedural Fairness Clause in Contracts

Procedural Fairness. The employer must have good grounds to discipline and/or dismiss and any disciplinary process needs to be procedurally fair. Procedural fairness requires that the Employee will: 1. Be fully and fairly informed of the allegation or allegations against them; 2. Have an informed, full and fair opportunity to respond to the alleged breaches of conduct/ poor performance, including by being: i. provided with all information generated by the investigation; ii. notified of potential disciplinary outcomes at the outset; and iii. given the opportunity to comment on any proposed penalties and raise any matters relevant to mitigation, prior to a final decision being made. 3. Have their responses considered with an open mind; 4. Be provided with an opportunity, within a specified time frame to correct the conduct/performance, with the assistance and support of the employer (except in the case of serious misconduct or after a final written warning); 5. Have the right to representation at all stages of the process. The Employer also agrees that: 1. Any delegate or investigator appointed to conduct an investigation will investigate fully, fairly and impartially; 2. Any warnings will be issued with the approval of a Human Resources manager or advisor; and 3. In circumstances where disciplinary action is taken, the decision and the reasons for it, will be provided in writing to the employee; and 4. Employees shall be advised of their right to challenge any disciplinary decision. Good faith Both the employer and employee will act in good faith during any disciplinary process. Both parties agree to conduct themselves in a manner that is active, constructive, responsive and communicative to ensure that a productive employment relationship is maintained through the process.

Procedural Fairness. The employer must have good grounds to discipline and/or dismiss and any disciplinary process needs to be procedurally fair. Procedural fairness requires that the Employee will: 1. Be fully and fairly informed of the allegation or allegations against themhim or her; 2. Have an informed, full and fair opportunity to respond to the alleged breaches of conduct/ poor performance, including by being: i. provided with all information generated by the investigation; ii. notified of potential disciplinary outcomes at the outset; and iii. given the opportunity to comment on any proposed penalties and raise any matters relevant to mitigation, prior to a final decision being made. 3. Have their his or her responses considered with an open mind; 4. Be provided with an opportunity, within a specified time frame to correct the conduct/performance, with the assistance and support of the employer (except in the case of serious misconduct or after a final written warning); 5. Have the right to representation at all stages of the process. The Employer also agrees that: 1. Any delegate or investigator appointed to conduct an investigation will investigate fully, fairly and impartially; 2. Any warnings will be issued with the approval of a Human Resources manager or advisor; and 3. In circumstances where disciplinary action is taken, the decision and the reasons for it, will be provided in writing to the employee; and 4. Employees shall be advised of their right to challenge any disciplinary decision. Good faith Both the employer and employee will act in good faith during any disciplinary process. Both parties agree to conduct themselves in a manner that is active, constructive, responsive and communicative to ensure that a productive employment relationship is maintained through the process.

Procedural Fairness. The employer must have good grounds to discipline and/or dismiss and any disciplinary process needs to be procedurally fair. Procedural fairness requires that the Employee will: 1. Be fully and fairly informed of the allegation or allegations against themhim or her; 2. Have an informed, full and fair opportunity to respond to the alleged breaches of conduct/ poor performance, including by being: i. provided with all information generated by the investigation; ii. notified of potential disciplinary outcomes at the outset; andoutset;and iii. given the opportunity to comment on any proposed penalties and raise any matters relevant to mitigation, prior to a final decision being made. 3. Have their his or her responses considered with an open mind; 4. Be provided with an opportunity, within a specified time frame to correct the conduct/performance, with the assistance and support of the employer (except in the case of serious misconduct or after a final written warning); 5. Have the right to representation at all stages of the process. The Employer also agrees that: 1. Any delegate or investigator appointed to conduct an investigation will investigate fully, fairly and impartially; 2. Any warnings will be issued with the approval of a Human Resources manager or advisor; and 3. In circumstances where disciplinary action is taken, the decision and the reasons for it, will be provided in writing to the employee; and 4. Employees shall be advised of their right to challenge any disciplinary decision. Good faith Both the employer and employee will act in good faith during any disciplinary process. Both parties agree to conduct themselves in a manner that is active, constructive, responsive and communicative to ensure that a productive employment relationship is maintained through the process.

Procedural Fairness. The employer Employer must have good grounds to discipline and/or dismiss and any disciplinary process needs to be procedurally fair. Procedural fairness requires that the Employee will: 1. Be fully and fairly informed of the allegation or allegations against themhim or her; 2. Have an informed, full and fair opportunity to respond to the alleged breaches of conduct/ poor performance, including by being: i. provided with all information generated by the investigation; ii. notified of potential disciplinary outcomes at the outset; and iii. given the opportunity to comment on any proposed penalties and raise any matters relevant to mitigation, prior to a final decision being made. 3. Have their responses theirresponses considered with an open mind; 4. Be provided with an opportunity, within a specified time frame to correct the conduct/performance, with the assistance and support of the employer Employer (except in the case of serious misconduct or after a final written warning); 5. Have the right to representation at all stages of the process. The Employer also agrees that: 1. Any delegate or investigator appointed to conduct an investigation will investigate fully, fairly and impartially; 2. Any warnings will be issued with the approval of a Human Resources manager or advisor; and 3. In circumstances where disciplinary action is taken, the decision and the reasons for it, will be provided in writing to the employee; and 4. Employees shall be advised of their right to challenge any disciplinary decision. Good faith Both the employer Employer and employee will act in good faith during any disciplinary process. Both parties agree to conduct themselves in a manner that is active, constructive, responsive and communicative to ensure that a productive employment relationship is maintained through the process.

Procedural Fairness. The employer Employer must have good grounds to discipline and/or dismiss and any disciplinary process needs to be procedurally fair. Procedural fairness requires that the Employee will: 1. Be fully and fairly informed of the allegation or allegations against themhim or her; 2. Have an informed, full and fair opportunity to respond to the alleged breaches of conduct/ poor performance, including by being: i. provided with all information generated by the investigation; ii. notified of potential disciplinary outcomes at the outset; and iii. given the opportunity to comment on any proposed penalties and raise any matters relevant to mitigation, prior to a final decision being made. 3. Have their responses considered with an open mind; 4. Be provided with an opportunity, within a specified time frame to correct the conduct/performance, with the assistance and support of the employer Employer (except in the case of serious misconduct or after a final written warning); 5. Have the right to representation at all stages of the process. The Employer also agrees that: 1. Any delegate or investigator appointed to conduct an investigation will investigate fully, fairly and impartially; 2. Any warnings will be issued with the approval of a Human Resources manager or advisor; and 3. In circumstances where disciplinary action is taken, the decision and the reasons for it, will be provided in writing to the employee; and 4. Employees shall be advised of their right to challenge any disciplinary decision. Good faith Both the employer Employer and employee will act in good faith during any disciplinary process. Both parties agree to conduct themselves in a manner that is active, constructive, responsive and communicative to ensure that a productive employment relationship is maintained through the process.

Procedural Fairness. The employer must have good grounds to discipline and/or dismiss and any disciplinary process needs to be procedurally fair. Procedural fairness requires that the Employee you will: 1. a) Be fully and fairly informed of the allegation or allegations against themyou; 2. b) Have an informed, full and fair opportunity to respond to the alleged breaches of conduct/ poor performance, including by being: i. c) provided with all information generated by the investigation; ii. d) notified of potential disciplinary outcomes at the outset; and iii. e) given the opportunity to comment on any proposed penalties and raise any matters relevant to mitigation, prior to a final decision being made. 3. f) Have their your responses considered with an open mind; 4. g) Be provided with an opportunity, within a specified time frame to correct the conduct/performance, with the assistance and support of the employer (except in the case of serious misconduct or after a final written warning); 5. h) Have the right to representation at all stages of the process. The Employer also agrees that: 1. a) Any delegate or investigator appointed to conduct an investigation will investigate fully, fairly and impartially; 2. b) Any warnings will be issued with the approval of a Human Resources manager or advisor; and; 3. c) In circumstances where disciplinary action is taken, the decision and the [Type here] reasons for it, will be provided in writing to the employeeyou; and 4. d) Employees shall be advised of their right to challenge any disciplinary decision. Good faith Both the employer and employee will act in good faith during any disciplinary process. Both parties agree to conduct themselves in a manner that is active, constructive, responsive and communicative to ensure that a productive employment relationship is maintained through the process.