Common use of Procedure to address poor Performance or Misconduct Clause in Contracts

Procedure to address poor Performance or Misconduct. (a) The procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken. (b) The Employer will: (i) notify the Employee in writing of the outcome of the investigation process, including the basis of any conclusion; and (ii) provide the Employee with a reasonable opportunity to provide information about the matters in clause 18.4(c). (c) In considering whether to take disciplinary action, the Employer will consider: (i) whether there is a valid reason related to the Conduct or Performance of the Employee arising from the investigation justifying disciplinary action; (ii) whether the Employee knew or ought to have known that the Conduct or Performance was below acceptable standards; and (iii) any explanation by the employee relating to conduct including any matters raised in mitigation.

Procedure to address poor Performance or Misconduct. (a) The procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct 's Conduct or performance Performance may warrant disciplinary steps being taken. (b) The Employer will: (i) notify the Employee in writing of the outcome of the investigation process, including the basis of any conclusion; and (ii) provide the Employee with a reasonable opportunity to provide information about the matters in clause 18.4(c15.4(c). (c) In considering whether to take disciplinary action, the Employer will consider: (i) whether there is a valid reason related to the Conduct or Performance of the Employee arising from the investigation justifying disciplinary action; (ii) whether the Employee knew or ought to have known that the Conduct or Performance was below acceptable standards; and (iii) any explanation by the employee Employee relating to conduct Conduct including any matters raised in mitigation.

Procedure to address poor Performance or Misconduct. (a) The This procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct Conduct or performance Performance may warrant disciplinary steps being taken. (b) The Employer will: (i) notify the Employee in writing of the outcome of the investigation process, including the basis of any conclusion; and (ii) provide the Employee with a reasonable opportunity to provide information about address the matters in clause 18.4(c15.4(c). (c) In considering whether to take disciplinary action, the Employer will consider: (i) whether there is a valid reason related to the Conduct or Performance of the Employee arising from the investigation justifying disciplinary action; (ii) whether the Employee knew or ought to have known that the Conduct or Performance was below acceptable standards; and (iii) any explanation by the employee Employee relating to conduct Conduct including any matters raised in mitigation.

Procedure to address poor Performance or Misconduct. (a) The procedure applies if, following the investigation, the Employer Company reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken. (b) The Employer Company will: (i) notify the Employee in writing of the outcome of the investigation process, including the basis of any conclusion; and (ii) provide the Employee with a reasonable opportunity to provide information about the matters in clause 18.4(cClause 15.4(c). (c) In considering whether to take disciplinary action, the Employer Company will consider: (i) whether there is a valid reason related to the Conduct or Performance of the Employee arising from the investigation justifying disciplinary action; (ii) whether the Employee knew or ought to have known that the Conduct or Performance was below acceptable standards; and (iii) any explanation by the employee relating to conduct including any matters raised in mitigation.

Procedure to address poor Performance or Misconduct. (a) 30.4.1. The procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct 's Conduct or performance Performance may warrant disciplinary steps being taken. (b) 30.4.2. The Employer will: (ia) notify the Employee in writing of the outcome of the investigation process, including the basis of any conclusion; and (iib) provide the Employee with a reasonable opportunity to provide information about the matters in clause 18.4(c)30.4.3. (c) 30.4.3. In considering whether to take disciplinary action, the Employer will consider: (ia) whether there is a valid reason related to the Conduct or Performance of the Employee arising from the investigation justifying disciplinary action; (iib) whether the Employee knew or ought to have known that the Conduct or Performance was below acceptable standards; and (iiic) any explanation by the employee Employee relating to conduct Conduct including any matters raised in mitigation.

Procedure to address poor Performance or Misconduct. (a) The procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct Conduct or performance Performance may warrant disciplinary steps being taken. (b) The Employer will: (i) notify the Employee in writing of the outcome of the investigation process, including the basis of any conclusion; and (ii) provide the Employee with a reasonable opportunity to provide information about the matters in clause 18.4(csubclause 24.4(c). (c) In considering whether to take disciplinary action, the Employer will consider: (i) whether there is a valid reason related to the Conduct or Performance of the Employee arising from the investigation justifying disciplinary action; (ii) whether the Employee knew or ought to have known that the Conduct or Performance was below acceptable standards; and (iii) any explanation by the employee Employee relating to conduct Conduct including any matters raised in mitigation.

Procedure to address poor Performance or Misconduct. (a) The procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct or performance UHDVRQDEO\ FRQVLGHUV WKDW WKH (PSOR\H may warrant disciplinary steps being taken. (b) The Employer will: (i) notify the Employee in writing of the outcome of the investigation process, including the basis of any conclusion; and (ii) provide the Employee with a reasonable opportunity to provide information about the matters in clause 18.4(c). (c) In considering whether to take disciplinary action, the Employer will consider: (i) whether there is a valid reason related to the Conduct or Performance of the Employee arising from the investigation justifying disciplinary action; (ii) whether the Employee knew or ought to have known that the Conduct or Performance was below acceptable standards; and (iii) any explanation by the employee relating to conduct including any matters raised in mitigation.