Unsatisfactory Work Performance. If an Administrator’s performance is rated unsatisfactory, the Administrator will be put on a written plan of improvement. The Administrator’s salary will continue at the same dollar amount received during the previous year during the length of the improvement plan.
Unsatisfactory Work Performance. 1) The provisions of the Workplace Relations Act 1996 relating to ending of employment apply.
2) If we are concerned about your work performance we shall meet with you and tell you about our concerns. We will advise you of the standard of work or behaviour that is required and we will discuss ways and methods to improve your work and conduct.
3) We may give you some information about appropriate organizations that can offer assistance, training, and counselling or dispute resolution to help you improve your work performance.
4) We as the employer and you as the employee will have a discussion after which a reasonable period will be set for you to reach an acceptable work performance or conduct. You will be warned that your employment will be ended if acceptable performance levels or appropriate behaviour are not reached.
5) We shall discuss with you during the set period whether there has been any improvement by you and, if necessary, to further warn you that your employment will end if that improvement is not reached.
6) If you cannot achieve an acceptable level of performance or behaviour within the period set, you may be dismissed from employment with appropriate notice or payment instead of notice.
7) Nothing in this Agreement affects our right to dismiss you without notice for serious misconduct. If your Behaviour, Actions, Attitude or Fitness for Work preclude you from working at one/some of our Client/s Sites, we reserve the right to stand you down, without pay and/or terminate your employment.
Unsatisfactory Work Performance. 1. The provisions of the Workplace Relations Act Commonwealth (1996) relating to termination of employment apply.
2. Subject to b) above, if the employer is concerned about the work performance or conduct of the employee, the employer shall meet with the employee and inform the employee about the employers concerns. The employer will advise the employee of the standard of work or behaviour that is required and the employer will discuss ways and methods to improve the employee’s work and conduct.
3. The employer may give to the employee some information of appropriate organisations which can offer assistance, training, counselling or dispute resolution to help the employee improve work performance.
4. The employer and employee will meet to discuss “the way forward” after which a reasonable time period will be determined/agreed for the employee to reach an acceptable work performance or conduct. The employee shall be warned that his/her employment will be ended if acceptable performance levels or appropriate behaviour is not reached.
5. The employer shall discuss with the employee during the agreed period whether there has been any improvement by the employee and, if necessary, to again warn the employee that his/her employment will end if the agreed improvement is not reached.
6. The meetings and warning given to the employee will be recorded in writing, dated, and signed by both the employer and the employee.
7. If the employee cannot achieve an acceptable performance or behaviour within the time period agreed, the employee may be dismissed from employment with appropriate notice or payment instead of notice as set our in a) above.
Unsatisfactory Work Performance. Before an employee may be disciplined for unsatisfactory work performance a notice in writing to the employee must be given outlining the areas of work performance that must be improved. The employee will then have a minimum of thirty (30) working days to improve the performance before further action is taken. If after thirty (30) working days the work performance has not improved, the Employer may take such action as may be determined appropriate, including suspension or dismissal.
Unsatisfactory Work Performance. If the employer is concerned about the employee’s work performance they will meet with them and tell them about their concerns. The employer will advise the employee of the standard of work that is required and they will discuss ways and methods to improve it. The employer and employee will have a discussion after which a reasonable period will be set out for the employee to reach an acceptable level of work performance. The employee should be aware that their employment will be ended if acceptable performance levels are not reached. The employer will discuss with them during the set period whether there has been any improvement by them and, if necessary, to further warn them that their employment will end if that improvement is not reached. The meetings and warnings given will be recorded. If the employee cannot achieve an acceptable level of performance within the period set, they may be dismissed from employment with appropriate notice or payment instead of notice.
Unsatisfactory Work Performance. 1) The provisions of the Workplace Relations Act 1996 relating to ending of employment apply.
2) If we are concerned about your work performance we shall meet with you and tell you about our concerns. We will advise you of the standard of work or behaviour that is required and we will discuss ways and methods to improve your work and conduct.
3) We may give you some information about appropriate organizations who can offer assistance, training, counselling or dispute resolution to help you improve your work performance.
4) We as the employer and you as the employee will have a discussion after which a reasonable period will be set for you to reach an acceptable work performance or conduct. You should be warned that your employment will be ended if acceptable performance levels or appropriate behaviour are not reached.
5) We shall discuss with you during the set period whether there has been any improvement by you and, if necessary, to further warn you that your employment will end if that improvement is not reached.
6) The meetings and warnings given to you will be put in writing, dated, and signed by us as the employer and you as the employee.
7) If you cannot achieve an acceptable level of performance or behavior within the period set, you may be dismissed from employment with appropriate notice or payment instead of notice.
Unsatisfactory Work Performance. Subject to the above, if the employer is concerned about the work performance or conduct of an employee, the employer shall meet with the employee and tell the employee about their concerns. The employer will advise the employee of the standard of work or behaviour that is required and the employer will discuss ways and methods to improve the employee’s work and conduct. The employer may give to the employee some information of appropriate organisations who can offer assistance, training, counselling or dispute resolution to help the employee improve their work performance. The employer and employee will have a discussion after which a reasonable time period will be set for the employee to reach an acceptable work performance or conduct. The employee should be warned that their employment will end if acceptable performance levels or appropriate behaviour is not reached. The employer shall discuss with the employee during the set period whether there has been any improvement by the employee and, if necessary, to further warn the employee that their employment will end if that improvement is not reached. The meetings and warnings given to the employee will be put in writing, dated, and signed by both the employer and the employee. If the employee cannot achieve an acceptable performance or behaviour within the time period set, the employee may be dismissed from employment with appropriate notice or payment instead of notice as set out as above.
Unsatisfactory Work Performance. Note: This clause does not apply if employees are a casual employees or to any probationary employee with less than six months continuous service.
17.1. If the employer is concerned about employee’s performance or conduct, the employer shall consult with employees and make the concerns known. The employer will advise employees of the level of performance or behaviour that is acceptable and discuss ways and means that an acceptable level may be achieved.
17.2. The employer may supply to employees contact details of appropriate organisations for assistance and support in the event of training, counselling or dispute resolution being required.
17.3. A reasonable time period agreed to be not more than 5 working days for the achievement of acceptable performance or conduct shall be discussed and set. Employees will be warned that the employment will be terminated if acceptable performance levels or appropriate behaviour is not reached.
17.4. The employer shall consult with employees during the period to discuss progress and, if necessary, to further warn employees that termination of employment will occur if acceptable levels are not reached.
17.5. The meetings and warnings shall be recorded in writing, dated, and signed by both the employer and employees. Should acceptable performance or behaviour not be achieved within the time period set, employees may be dismissed from employment on appropriate notice or payment in lieu of notice as provided in Clause 38.
17.6. The provisions of this Clause 17 do not apply to behaviour of the kind referred to in Clause 39.
Unsatisfactory Work Performance a) If the employer becomes concerned about an employees work performance, the employer will meet with the employee with the express purpose of relaying those concerns to the employee. The employer will advise the employee of the standard of work or behaviour that is required and discuss ways and methods to improve the employees work and conduct.
b) The employer may give the employee some information about appropriate organisations that can offer assistance, training, counselling and/or dispute resolution to help the employee improve their work performance.
c) The employer and the employee will have a discussion after which a reasonable period will be set for the employee to reach an acceptable work performance and/or conduct. The employment could result in a pursuit of cancellation of the training contract if acceptable performance levels or appropriate behaviour are not reached.
d) The employer shall discuss with the employee, during the set period, whether there has been any improvement by the employee and, if necessary, to further warn the employee of possible termination of employment should the required standard not be reached.
e) The content of the meetings and any subsequent warnings given to the employee will be put in writing, dated, and signed by the employer and the employee.
f) If the employee cannot achieve an acceptable level of performance or behavior within the period set, application may be made to the Department of Employment & Training to terminate the training contract.
g) In cases of serious misconduct the employer may suspend the employee on full pay during the investigations and where serious misconduct has been proven, the employer may terminate the employment.
Unsatisfactory Work Performance. This clause only applies to staff members in continuing, continuing (contingent funded) and fixed term appointments. An employee who is subject to unsatisfactory performance processes may be represented at any meeting in relation to the matter by their nominated representative.
