Common use of Unsatisfactory Work Performance Clause in Contracts

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. 1. (a) The provisions of the Workplace Relations Act Commonwealth (1996) relating to termination ending of employment apply. 2. Subject to (b) above, if If the employer is concerned about the work performance or conduct of the an employee, the employer shall meet with the employee and inform tell the employee about the employers 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 's work performance and conduct. 3. (c) The employer may give to provide the employee some with information of about appropriate organisations which who can offer assistance, training, counselling or dispute resolution to help the employee improve their work performance. Where such assistance is agreed upon by the employer and the employee as an appropriate course of action to improve work performance, any cost payable for such assistance will be shared equally by both parties. 4. (d) The employer and employee will meet to discuss “the way forward” after have a discussion during which a reasonable mutually agreed time period will be determined/agreed set for the employee to reach an acceptable work performance or and/or conduct. The employee shall should be warned that his/her their employment will be ended if acceptable performance levels or appropriate behaviour is are not reached. 5. (e) The employer shall discuss with the employee during the agreed set period whether there has been any improvement by in the employee employee’s work performance and/or conduct and, if necessary, to again further warn the employee that his/her their employment will end if the agreed that improvement is not reached. 6. (f) The meetings and warning warnings given to the employee will be recorded put in writing, dated, and signed by both the employer and the employee. 7. (g) If the employee cannot achieve an acceptable work performance or behaviour and/or conduct within the agreed time period agreedperiod, the employee may be dismissed from employment with appropriate notice or payment instead of notice as set our in a) abovenotice.

Unsatisfactory Work Performance. 1. The provisions Provisions of the Workplace Relations Act Commonwealth (1996) relating to ending of employment apply. All employees departing from the standards as outlined within the CCR Group Code of Conduct will be dealt with accordingly. A copy of the Code of Conduct can be provided to employees on request. Unless the penalty associated with the departure results in termination of employment applyof the employee, the employer may exhaust the following efforts. 2. Subject to b) above, if 25.2.1 If the employer is concerned about the work performance or conduct of the an employee, the employer shall meet with the employee and inform tell the employee about the employers 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 's work and conduct. 3. 25.2.2 The employer may give to the employee some information of about appropriate organisations which who can offer assistance, training, counselling or dispute resolution to help the employee improve their work performance. 4. 25.2.3 The employer and employee will meet to discuss “the way forward” have a discussion after which a reasonable time period will be determined/agreed set for the employee to reach an acceptable work performance or conduct. The employee shall should be warned that his/her their employment will be ended if acceptable performance levels or appropriate behaviour is are not reached. 5. 25.2.4 The employer shall discuss with the employee during the agreed set period whether there has been any improvement by the employee and, if necessary, to again further warn the employee that his/her their employment will end if the agreed that improvement is not reached. 6. 25.2.5 The meetings and warning warnings given to the employee will be recorded put in writing, dated, and signed by both the employer and the employee. 7. 25.2.6 If the employee cannot achieve an acceptable performance or behaviour within the time period agreedset, the employee may be dismissed from employment with appropriate notice or payment instead of notice as set our in a) abovenotice.

Unsatisfactory Work Performance. 1. The provisions of the Workplace Relations Act Commonwealth (1996i) relating to termination of employment apply. 2. Subject to b) above, if If the employer is concerned about the work an employee’s performance or conduct of the employeeconduct, the employer shall meet consult with the employee and inform make the employee about the employers concernsconcerns known. The employer will advise the employee of the standard level of work performance or behaviour that is required acceptable and the employer will discuss ways and methods to improve the employee’s work and conductmeans that an acceptable level may be achieved. 3. (ii) The employer may give to the employee some information supply contact details of appropriate organisations which can offer assistance, for assistance and support in the event of training, counselling or dispute resolution to help the employee improve work performancebeing required. 4. The employer and employee will meet to discuss “the way forward” after which a (iii) A reasonable time period will be determined/agreed of not more than 10 working days to show improvement for the employee to reach an achievement of acceptable work performance or conductconduct shall be discussed and set. The employee shall will be warned that his/her their employment will be ended terminated if acceptable performance levels or appropriate behaviour is not reached. 5. (iv) The employer shall discuss consult with the employee during the agreed period whether there has been any improvement by the employee to discuss progress and, if necessary, to again further warn the employee that his/her termination of employment will end occur if the agreed improvement is acceptable levels are not reached. 6. (v) An employee may elect to have a support person during discussions as set out in clauses 16.2, (i), (iii), & (iv). (vi) The meetings and warning given to the employee will warnings shall be recorded in writing, dated, and signed by both the employer and the employee. 7. If the employee cannot achieve an Should acceptable performance or behaviour not be achieved within the time period agreedset, the employee may be dismissed from employment with on appropriate notice or payment instead in lieu of notice as set our provided herein. Where dismissal is being considered by the employer the employee is entitled to seek the assistance of a representative (at their own cost) that the employee nominates; to participate/represent in athese discussions on the employee’s behalf. (vii) aboveThe provisions of this Clause 16 do not apply to behaviour of the kind referred to in Clause 6- definitions-Gross misconduct.