Friday, August 23, 2013

A practical guide to warnings in the workplace - Employment and HR - Australia

see - A practical guide to warnings in the workplace - Employment and HR - Australia


I recommend these Australian labor law practice re WARNINGS to workers.



"x x x.

CONTENT OF A WRITTEN WARNING

A written warning should follow a warning meeting, at the conclusion of which, the employee is advised that a written warning letter will follow. The warning letter should follow in a day or so post the meeting. It is suggested that a written warning should:
  • record who was present;
  • record the fact the employee was invited to have a support person present (if they did not avail themselves of this opportunity);
  • outline the conduct or performance which is the subject of the warning;
  • where appropriate refer to a relevant policy or the employment contract;
  • where relevant refer to previous warnings given;
  • record the employee's responses to the matters in issue;
  • records the things which need to happen to address the performance or conduct in question;
  • make it clear that the employee needs to improve, including explaining the consequences of a repetition of the conduct or failure to improve, which could for example result in termination;
  • where relevant provide support for the employee to improve (this can involve the offer of further training);
  • where relevant, provide a timetable for periodic review of the employee's performance;
  • provide a clear paper trail should things not improve and termination result; and
  • preferably be countersigned by the employee to evidence receipt of the warning.
  • x x x."