10.3
Stage 1 - First written warning. A first written warning may be authorised by a General Manager or Director. It will usually be appropriate for a first act of misconduct where there are no other active written warnings on your disciplinary record.
10.4
Stage 2 - Final written warning. A final written warning may be authorised by a General Manager or Director. It will usually be appropriate for:
(a) misconduct where there is already an active written warning on your record; or
(b) misconduct that we consider sufficiently serious to warrant a final written warning even though there are no other active warnings on your record.
10.5
Stage 3 - Dismissal. Dismissal may be authorised by a General Manager or Director It will usually only be appropriate for:
(a) any misconduct during your probationary period;
(b) further misconduct where there is an active final written warning on your record; or
(c) any gross misconduct regardless of whether there are active warnings on your record. Gross misconduct will usually result in immediate dismissal without notice or payment in lieu of notice (summary dismissal). Examples of gross misconduct are set out in our Disciplinary Rules, which are contained in the Staff Handbook.
10.6
Alternatives to dismissal. In some cases we may at our discretion consider alternatives to dismissal. Examples include:
(a) Demotion.
(b) Transfer to another department or job.
(c)
A period of suspension without pay.
(d) Loss of seniority.
(e) Reduction in pay.
(f)
Loss of future pay increment or bonus.
(g) Loss of overtime.
11.
THE EFFECT OF A WARNING
11.1
Written warnings will set out the nature of the misconduct, the change in behaviour required, the period for which the warning will remain active, and the likely consequences of further misconduct in that active period. A first written warning will usually remain active for six months and a final written warning will usually remain active for 12 months. a final written warning may state that it will remain active indefinitely. Your conduct may be reviewed at the end of a warning's active period and if it has not improved sufficiently we may decide to extend the active period.
11.2
11.3
After the active period, the warning will remain permanently on your personnel file but will be disregarded in deciding the outcome of future disciplinary proceedings.
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