Common use of Employee Performance Management Clause in Contracts

Employee Performance Management. 4.7.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably expected of them, the following procedures will apply: 4.7.2 In the first instance the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. 4.7.3 If the Employee’s work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. In more serious cases, the Company issues the Employee with a final written warning. A further monitoring and review period may be set if appropriate. 4.7.4 Should the matter still not be resolved, the Employee will be counselled again and a further written warning given. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted. 4.7.5 The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish.

Employee Performance Management. 4.7.1 Where the Company company believes that an Employee employee is not meeting the standards of work performance or conduct reasonably expected of them, them the following procedures will apply: 4.7.2 (a) In the first instance case the Employee employee will be counselled as to where their the performance or conduct is deficient. Where appropriate, the steps Steps to be taken to remedy the deficiency rectify will be identified and a review period will be set. In more serious cases a written warning may be issued at this stageissued. 4.7.3 If (b) Shall the Employee’s work performance or conduct fails to improve to matter not be resolved the standard reasonably required by the Company, the Employee employee will be counselled again and the Company company may issue a written warning advising the Employee stating that their employment is may be in jeopardy if there is not an immediate and sustained improvement by the Employeerectified. In more mores serious cases, the Company issues the Employee with cases a final written warning. A further monitoring and review period warning may be set if appropriateissued. 4.7.4 (c) Should the matter still not be resolved, the Employee resolved a final letter will be counselled again and a further written warning givenissued. This warning shall will be a the final warning unless, in unless the opinion of the Company, company believes this is not warranted. 4.7.5 (d) The Employee employee will at all stages be given the opportunity to make a response and have another Employee employee or an employee representative of his/her choosing to support person present or as a witness if they so wish. (e) Nothing in this agreement affects the employers right to dismiss an employee without notice for serious misconduct and an employee so dismissed shall only be entitled to be paid for the time worked up to the time of dismissal and any entitlements accrued to such times.

Employee Performance Management. 4.7.1 Where the Company believes that an Employee is not meeting the standards of performance or conduct reasonably reasonable expected of them, the following procedures will apply: 4.7.2 (a) In the first instance the Employee will be counselled as to where their performance or conduct is deficient. Where appropriate, the steps to be taken to remedy the deficiency will be identified and a review period will be set. In more serious cases a written warning may be issued at this stage. 4.7.3 (b) If the Employee’s 's work performance or conduct fails to improve to the standard reasonably required by the Company, the Employee will be counselled again again, and the Company may issue a written warning advising the Employee that their employment is in jeopardy if there is not an immediate and sustained improvement by the Employee. In more serious cases, the Company issues issues, the Employee with a final written warning. A further monitoring and review period may be set if appropriate. 4.7.4 (c) Should the matter still not be resolved, the Employee will be counselled again again, and a further written warning givenmay begiven. This warning shall be a final warning unless, in the opinion of the Company, this is not warranted. 4.7.5 The Employee will at all stages be given the opportunity to make a response and have another Employee or support person present if they so wish.