Common use of Performance Management Clause in Contracts

Performance Management. (a) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clause. (b) A formal performance management procedure will commence with the Employer advising the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s performance; (ii) the time, date and place of the first formal meeting to discuss the Employee ’s performance; (iii) the Employee’s right to be accompanied by a nominee of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance; (iv) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s). (c) Formal performance management meetings will (i) include discussion of the Employer’s concern(s) with the Employee’s performance; (ii) give the Employee an opportunity to respond to the Employer’s concern(s); (iii) include discussion of any counselling or assistance, where appropriate, available to the Employee; (iv) include documentation, where appropriate; (v) set periods of review, as appropriate. (d) If, after following the procedure in this clause, the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.

Performance Management. (a) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clausecll. 27.2(b) and (c). (b) A formal performance management procedure will commence with the Employer advising the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s performance; (ii) the time, date and place of the first formal meeting to discuss the Employee Employee’s performance; (iii) the Employee’s right to be accompanied by a nominee representative of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance; (iv) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s). (c) Formal performance management meetings will: (i) include discussion of the Employer’s concern(s) with the Employee’s performance; (ii) give the Employee an opportunity to respond to the Employer’s concern(s); (iii) include discussion of any counselling or assistance, where appropriate, available to the Employee; (iv) include documentation, where appropriate; (v) set periods of review, as appropriate. (d) If, after following the procedure in this clausecll. 27.2(b) and (c), the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.

Performance Management. (a) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clause. (b) A formal performance management procedure will commence with the Employer advising the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s performance; (ii) the time, date and place of the first formal meeting to discuss the Employee Employee’s performance; (iii) the Employee’s right to be accompanied by a nominee of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance; (iv) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s). (c) An Employee may choose to be represented by a workplace delegate as defined by section 350C of the Fair Work Act 2009 at a formal performance management meeting, in accordance with clause 13.5 of this Agreement. (d) Formal performance management meetings will (i) include discussion of the Employer’s concern(s) with the Employee’s performance; (ii) give the Employee an opportunity to respond to the Employer’s concern(s); (iii) include discussion of any counselling or assistance, where appropriate, available to the Employee; (iv) include documentation, where appropriate; (v) set periods of review, as appropriate. (de) If, after following the procedure in this clause, the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.

Performance Management. (a) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will observe procedural and substantive fairness, and will implement the procedure in this clause. (b) A formal performance management procedure will commence with the Employer advising the Employee in writing of: (i) the Employer’s concern(s) concerns with the Employee’s performance; (ii) the time, date and place of the first formal meeting to discuss the Employee Employee’s performance; (iii) the Employee’s right to be accompanied by a nominee of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance; (iv) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s)concerns. (c) Formal performance management meetings will: (i) include discussion of the Employer’s concern(s) concerns with the Employee’s performance; (ii) give the Employee an opportunity to respond to the Employer’s concern(s)concerns; (iii) include discussion of any counselling or assistance, where appropriate, available to the Employee; (iv) include documentation, where appropriate; (v) set periods of review, as appropriate. (d) If, after following the procedure in this clause, the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.

Performance Management. (a) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clausecll. 26.2(b) and (c). (b) A formal performance management procedure will commence with the Employer advising the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s performance; (ii) the time, date and place of the first formal meeting to discuss the Employee ’s performance;performance;‌ (iii) the Employee’s right to be accompanied by a nominee representative of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance; (iv) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s). (c) Formal performance management meetings will (i) include discussion of the Employer’s concern(s) with the Employee’s performance; (ii) give the Employee an opportunity to respond to the Employer’s concern(s); (iii) include discussion of any counselling or assistance, where appropriate, available to the Employee; (iv) include documentation, where appropriate; (v) set periods of review, as appropriate. (d) If, after following the procedure in this clausecll. 26.2(b) and (c), the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.

Performance Management. (a) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clause. (b) A formal performance management procedure will commence with the Employer advising the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s performance; (ii) the time, date and place of the first formal meeting to discuss the Employee Employee’s performance; (iii) the Employee’s right to be accompanied by a nominee of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance;; and (iv) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s). (c) Formal performance management meetings will: (i) include discussion of the Employer’s concern(s) with the Employee’s performance; (ii) give the Employee an opportunity to respond to the Employer’s concern(s); (iii) include discussion of any counselling or assistance, where appropriate, available to the Employee; (iv) include documentation, where appropriate; (v) set periods of review, as appropriate. (d) If, after following the procedure in this clause, the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.

Performance Management. (ai) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clause. (bii) A formal performance management procedure will commence with the Employer advising the Employee in writing of: (ia) the Employer’s concern(s) with the Employee’s performance; (iib) the time, date and place of the first formal meeting to discuss the Employee Employee’s performance; (iiic) the Employee’s right to be accompanied by a nominee support person of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance; (ivd) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s). (ciii) Formal performance management meetings will: (ia) include discussion of the Employer’s concern(s) with the Employee’s performance; (iib) give the Employee an opportunity to respond to the Employer’s concern(s); (iiic) include discussion of any counselling or assistance, where appropriate, available to the Employee; (ivd) include documentation, where appropriate; (ve) set periods of review, as appropriate. (div) If, after following the procedure in this clause, the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.

Performance Management. (a) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clause. (b) A formal performance management procedure will commence with the Employer advising the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s performance; (ii) the time, date and place of the first formal meeting to discuss the Employee Employee’s performance; (iii) the Employee’s right to be accompanied by a nominee support person of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance; (iv) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s). (c) Formal performance management meetings will (i) include discussion of the Employer’s concern(s) with the Employee’s performance; (ii) give the Employee an opportunity to respond to the Employer’s concern(s); (iii) include discussion of any counselling or assistance, where appropriate, available to the Employee; (iv) include documentation, where appropriate; (v) set periods of review, as appropriate. (d) If, after following the procedure in this clause, the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.

Performance Management. (a) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clause. (b) A formal performance management procedure will commence with the Employer advising the Employee in writing of: (i) the Employer’s concern(s) concerns with the Employee’s performance; (ii) the time, date and place of the first formal meeting to discuss the Employee Employee’s performance; (iii) the Employee’s right to be accompanied by a nominee of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance; (iv) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s)concerns. (c) Formal performance management meetings will: (i) include discussion of the Employer’s concern(s) concerns with the Employee’s performance; (ii) give the Employee an opportunity to respond to the Employer’s concern(s)concerns; (iii) include discussion of any counselling or assistance, where appropriate, available to the Employee; (iv) include documentation, where appropriate; (v) set periods of review, as appropriate. (d) If, after following the procedure in this clause, the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.

Performance Management. (a) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clause. (b) A formal performance management procedure will commence with the Employer advising the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s performance; (ii) the time, date and place of the first formal meeting to discuss the Employee Employee’s performance; (iii) the Employee’s right to be accompanied by a nominee of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance;choice (iv) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s). (c) Formal performance management meetings will (i) include discussion of the Employer’s concern(s) with the Employee’s performance; (ii) give the Employee an opportunity to respond to the Employer’s concern(s); (iii) include discussion of any counselling or assistance, where appropriate, available to the Employee; (iv) include documentation, where appropriate; (v) set periods of review, as appropriate. (d) If, after following the procedure in this clause, the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.

Performance Management. (a) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clausecll. 27.2(b) and (c). (b) A formal performance management procedure will commence with the Employer advising the Employee in writing of: (i) the Employer’s concern(s) with the Employee’s performance; (ii) the time, date and place of the first formal meeting to discuss the Employee ’s performance;the (iii) the Employee’s right to be accompanied by a nominee representative of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance; (iv) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s).procedure (c) Formal performance management meetings will: (i) include discussion of the Employer’s concern(s) with the Employee’s performance;’s (ii) give the Employee an opportunity to respond to the Employer’s concern(s);’s (iii) include discussion of any counselling or assistance, where appropriate, available to the Employee; (iv) include documentation, where appropriate; (v) set periods of review, as appropriate. (d) If, after following the procedure in this clausecll. 27.2(b) and (c), the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.

Performance Management. (a) Where the Employer is considering termination of employment for reasons related to the Employee’s performance, the Employer will implement the procedure in this clause. (b) A formal performance management procedure will observe procedural and substantive fairness, and will commence with the Employer advising the Employee in writing of: (i) the Employer’s concern(s) concerns with the Employee’s performance; (ii) the time, date and place of the first formal meeting to discuss the Employee ’s performance; (iii) the Employee’s right to be accompanied by a nominee of the Employee’s choice at all meetings scheduled to discuss the Employee’s performance; (iv) the Employer’s right to terminate the employment should the procedure not resolve the Employer’s concern(s)concerns. (c) Formal performance management meetings will: (i) include discussion of the Employer’s concern(s) concerns with the Employee’s performance; (ii) give the Employee an opportunity to respond to the Employer’s concern(s)concerns; (iii) include discussion of any counselling or assistance, where appropriate, available to the Employee; (iv) include documentation, where appropriate; (v) set periods of review, as appropriate. (d) If, after following the procedure in this clause, If the Employer’s decision is to terminate the employment of the Employee, then the Employer will give the required period of notice or payment in lieu of notice.