- Introduction
- 1. Procedures
- 2. Reasons
- 3. Fair
- 4. Warning
- 5. Meeting
- 6. Contract
- 7. Dismissals
- 8. Absenteeism
- 9. Abandonement
- 10. Criminal
- 11. Instant
- 12. Suspending
- 13. Trial Period
- 14. Fixed Term
- 15. Constructive
- 16. Illness / Injury
- 17. Incompatibility
- 18. Redundancy
- 19. Resignation
- 20. Disciplinary
- 21. Conflicts
- 22. Principles
- Summary
Employer’s should
- Monitor the performance of all staff by way of regular reviews.
- Ensure employee’s are aware of the standard of performance required of them.
- Ensure they are given adequate counselling, advice, and any training necessary to enable them to reach the required standard.
- Draw attention of the employee any unsatisfactory aspects of their work.
- Give the employee time and assistance to modify or correct their behaviour and/or attain and maintain an acceptable standard of work performance.
- Ensure that disciplinary or dismissal action is taken where unacceptable behaviour and/or work persist.
A formal warning for poor performance should never come as a surprise to an employee. Any problems, together with the required corrective action, should have been clearly stated in the most recent performance review or in a previous meeting where assistance and/or guidance (and/or a verbal warning) has been given.
