Common use of Disciplinary Procedure Clause in Contracts

Disciplinary Procedure. (a) The disciplinary 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) meet with the Employee. (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.

Disciplinary Procedure. (a) The disciplinary 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) meet with the Employee. (c) In considering whether to take disciplinary action, the Employer will consider: (i) whether there is a valid reason related to the conduct Conduct or performance Performance of the Employee arising from the investigation justifying disciplinary action; (ii) whether the Employee knew or ought to have known that the conduct Conduct or performance Performance was below acceptable standards; and (iii) any explanation by the employee Employee relating to conduct Conduct including any matters raised in mitigation.

Disciplinary Procedure. (a) The disciplinary procedure applies if, following the investigation, the Employer reasonably considers that the Employee’s conduct or performance may warrant disciplinary steps being taken. (ba) The Employer will: (i) notify Notify the Employee in writing of the outcome of the investigation process, including the basis of any conclusion; and (ii) meet Meet with the EmployeeEmployee and give the Employee the opportunity to bring their support person or Union Representative. (ciii) 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 including any matters raised in mitigation.

Disciplinary Procedure. (a) The disciplinary procedure applies if, following the investigation, the Employer reasonably considers that the Employeeemployee’s conduct or performance may warrant disciplinary steps being taken. (b) The Employer will: (i) notify the Employee employee in writing of the outcome of the investigation process, including providing a copy of the report and the basis of any conclusion; and (ii) meet with the Employeeemployee. (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 employee arising from the investigation justifying disciplinary action; (ii) whether the Employee 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.

Disciplinary Procedure. (a) The disciplinary 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) meet with the EmployeeEmployee (and their representative if they have one). (c) In considering whether to take disciplinary action, the Employer will consider: (i) whether there is a valid reason related to the conduct Conduct or performance Performance of the Employee arising from the investigation justifying disciplinary action; (ii) whether the Employee knew or ought to have known that the conduct Conduct or performance Performance was below acceptable standards; and (iii) any explanation by the employee Employee relating to conduct Conduct including any matters raised in mitigation.