Common use of Possible outcomes Clause in Contracts

Possible outcomes. Where it is determined that after following the procedures in this clause that disciplinary action is warranted, the Employer may take any of the following steps depending on the seriousness of the conduct: 10.5.1 counsel the employee, with the counselling recorded on the employee’s personnel file; 10.5.2 give the employee a first written warning and a record of the warning recorded on the personnel file; 10.5.3 where the employee is counselled or given a first written warning, the Employer shall provide and discuss strategies and guidelines with that employee to help them meet required standards. 10.5.4 give the employee a second written warning in the event that the employee has previously been given a first warning within the previous 12 months for that course of conduct ; 10.5.5 give the employee a final written warning in the event that the employee has previously been given a second written warning within the preceding 18 month period for that course of conduct; 10.5.6 Terminate the employee with notice in the case of an employee who repeats a course of conduct for which a final warning was given in the preceding 18 months 10.5.7 Terminate the employee without notice where the conduct is serious misconduct (as defined for the purposes of the Fair Work Act) that is wilful and deliberate. In this case, the Employer may issue the employee with a final warning as an alternative to dismissal