Termination Following Warnings Sample Clauses
Termination Following Warnings. A fellow employee or the site employee representative should be present at the discussion with the employee. The employee must be made aware of the details of their unsatisfactory performance or conduct and given a reasonable opportunity to explain their situation. Failing satisfactory explanation the employee will be advised that their employment has been terminated and the appropriate notice period administered.
Termination Following Warnings. A fellow employee or the employees nominated representative should be present at the discussion with the employee. The employee must be made aware of the details of their unsatisfactory performance or conduct and given a reasonable opportunity to explain their situation. Failing a satisfactory explanation, the employee will be advised that their employment has been terminated and the appropriate notice period administered.
Termination Following Warnings. A manager must clearly explain to the employee, in the presence of the employee’s nominated witness, the reason/s that the employee is being dismissed and the terms of the termination of the employee’s employment. This will include a full review of all documentation associated with the disciplinary procedure followed.
Termination Following Warnings. 58.1 Following the warnings in Part 6, the Senior Manager will determine if the Employer considers that the employee’s performance, capacity, or conduct continues to be unsatisfactory.
58.2 The employee shall have an opportunity to respond to the allegations raised by the Employer. The employee may also request a support person (eg: fellow employee) be present.
58.3 If the employee fails to show cause why employment should not be terminated, the employee’s employment will be terminated.
58.4 If employment is terminated, the employee will be notified in writing.
58.5 Grounds for dismissal may include, but are not limited to:
a) unsatisfactory quality of customer service or representation of the Employer’s interests;
b) failure to perform duties as described in the job classification;
c) refusal to obey any lawful direction, given by an authorised Employer officer;
d) breach of the Employer’s QA Policy;
e) breach of other Employer policy, including, but not limited to WH&S requirements;
f) failure to address performance or behaviour problems after being provided adequate opportunity to do so, including unsatisfactory attendance or abuse of the starting time requirements;
g) wilful misconduct including theft, unethical conduct, fraud, working while under the influence of alcohol or illegal drugs, fighting, being in possession of weapons whilst at work, and damage to personal or Employer property;
h) conduct that causes imminent and/or serious risk to a persons health and safety or the reputation, viability or profitability of the employer’s business;
i) sexual harassment, discrimination and/or bullying whilst performing work or acting as a representative of the employer;
j) wilful misconduct in regard to facilities provided by the employer and used by you as part of an accommodation arrangement;
k) criminal activity during the course of employment;
l) criminal activity outside the employment situation where the commission of that crime is related to your duties as an employee;
m) breach of any confidentiality or intellectual property agreement;
n) determination of a genuine conflict of interest with the Employer’s business;
o) reckless driving of Employer vehicles or equipment;
p) loss of licence or permit necessary to perform your duties;
q) unauthorised use of Employer vehicles;
r) possession of pornographic or offensive material;
s) refusal to reveal the contents of your bag or locker when requested by the Employer;
t) failure to follow cash-handling proce...
Termination Following Warnings. The Employee is to be offered the opportunity to have a fellow Employee of their choice as their witness present at the discussion. The Employee must be made aware of the details of their unsatisfactory performance and given a reasonable opportunity to explain their situation. Failing satisfactory explanation the Employee will be advised that their employment has been terminated and the appropriate notice period administered. Examples of termination following warnings are: • Failure to follow the reasonable directives of your Team Leader / Supervisor / Manager. • Failure to wear safety equipment. • Failure to notify the Company of absenteeism by 9.00am on the day of absence. • Absenteeism without reasonable excuse. • Careless work resulting in errors and loss to the Company. • Failure to comply with Company Policy and procedures, as varied from time to time.
Termination Following Warnings. A support person should be present at the discussion with the employee should the employee request it. The employee must be made aware of the details of their unsatisfactory performance or conduct and given a reasonable opportunity to explain their situation. Failing a satisfactory explanation, the employee will be advised that their employment has been terminated and the appropriate notice period administered. The employee will be given an opportunity to provide a response before a final decision is made.