Revocation of Warning i) If an Employee does not repeat the same offence which produced the need for the final warning, within 12 months of the warning, then all warnings becomes null and void and cannot be considered grounds for termination.
Revocation of Warning. If after receiving a final warning, the employee repeats the same conduct within a period of 3 months, then the employee may be terminated. If during the above 3 month period the employee does not repeat the same offence which produced the need for the final warning, the final warning advise becomes null and void and cannot be considered grounds for termination.
Revocation of Warning. If an employee does not repeat the same offence which produced the need for the final warning, within 3 months of the warning, the final warning advice the company shall not rely upon such warning as a basis for dismissal.
Revocation of Warning. If after receiving a final warning, the employee repeats the same conduct within a period of three (3) months, then the employee may be terminated. If during the above three (3) month period the employee does not repeat the same offence which produced the need for the final warning, the final warning advise becomes null and void and cannot be considered grounds for termination. Step 5 - Dismissal If the employee fails to meet agreed standards of improvement in accordance with Step 3 within a reasonable period of time, the company shall have a further discussion with the employee in which it will advise him/her of the problems that it believes exist. The employee will have the opportunity to respond to the allegations. If appropriate the company may then: Issue a written notice of dismissal in accordance with this agreement detailing the reasons for the dismissal.
Revocation of Warning. If after receiving a final warning, the Employee repeats the same conduct within a period of 3 months, then the Employee may be terminated. If during the above 3 month period the Employee does not repeat the same offence which produced the need for the final warning, the final warning advise becomes null and void and cannot be considered grounds for termination. Step 4- Dismissal If the Employee fails to meet agreed standards of improvement in accordance with Step 3 within a reasonable period of time, the Company shall have a further discussion with the Employee in which it will advise him / her of the problems that it believes exist. The Employee will have the opportunity to respond to the allegations. If appropriate the Company may then issue a written notice of dismissal in accordance with this Agreement detailing the reasons for the dismissal Serious and Wilful Misconduct In the case of serious and wilful misconduct (e.g. theft, assault), the following procedure will be followed: The Company shall have a discussion with the Employee in which it will advise him / her of the alleged serious and wilful misconduct. The Employee shall be entitled to have a Union delegate / Organiser in attendance and will have the opportunity to respond to the allegation. If appropriate the Company may then issue a written notice of dismissal detailing the reasons for the dismissal. APPENDIX G AUTHORITY TO OBTAIN DETAILS OF WORK RIGHTS STATUS FROM DIMIA EMPLOYEE DETAILS EMPLOYER/LABOUR SUPPLIER DETAILS As specified in passport or other identity document) Family Name: Business Name: Given Name(s): Business Street Address: Other Name(s) used (e.g. maiden name): Date of Birth: -/ -/ - Nationality: Passport Number: Type of Business: Visa Number: Visa Expiry Date; -/ -/ - Name of Contact Person: I authorise the Department of Immigration and Multicultural and Indigenous Affairs (DIMIA) to Telephone: release the details of my work rights status (that is, my entitlement to work legally in Australia) to the named employer / labour supplier and a Fax: representative of a principal contractor and authorised trade union officer on request. I understand that these details are held by Note that the employee’s work rights status will DIMIA on departmental files and computer be sent directly to the fax number given above. systems. I also understand that the employer / Please ensure that this number is correct labour supplier will use this information for the purposes of establishing my leg...
