All stages must be documented and file notes provided to all parties involved and accessible by those concerned by contacting the CEO. Employee Misconduct and Consequences Employees are expected to act in a suitable manner at all times. Certain rules of conduct and behaviour are set out in the Code of Conduct. Failure to follow these rules may result in disciplinary action, from a written warning to termination, depending on the severity of the offence. Any disciplinary action will be recorded in employees personnel file, and will be taken into consideration when conducting performance reviews. Below is a list of some violations or events that can result in disciplinary action, but it should not be considered all-inclusive. The CEO has the discretion to review this list or its interpretation: removing or misplacing Council property or equipment, client records or Council documentation without prior approval destroying or damaging any Council property any violation of any Council policy or procedure as outlined in any policy or guideline falsification or misrepresentation of qualifications or experience whilst employed failure to follow the rules and responsibilities as outlined by management or immediate supervisor inappropriate consumption of alcohol or any controlled substance during work hours misrepresentation of the prime directive as outlined in the Council documents and plans consistent absence from work without proper cause and documentation consistent lateness without proper cause or documentation Disciplinary Procedures Breach of Discipline An employee is guilty of a breach of discipline if they: behave in a manner that is liable to bring the Council into disrepute disobey or disregard a lawful instruction are negligent, careless, inefficient or incompetent in the discharge of their duties are absent from duty except on authorised leave; or with reasonable cause commit any other act of misconduct, or conduct him/herself in a manner inconsistent with the duties and responsibilities of the position held by the employee Complaint Procedure Any complaint received that an employee has committed a breach of discipline will be forwarded to the Chief Executive Officer, who will ensure that the employee is notified of the complaint within 24 hours. The Chief Executive Officer may suspend an employee where a complaint has been made, with pay. Resolution Process A review shall be started within 2 working days of receiving a complaint. Relevant information be collected in relation to the complaint, such as interviewing witnesses and other documentation and finalised within 7 working days of the start date. The employee shall be given a written copy of the complaint and/or allegation(s) against him/her together with any other material necessary to enable the employee to respond to the complaint/allegation.
All stages must be documented and file notes provided to all parties involved and accessible by those concerned by contacting the CEO. Employee Misconduct and Consequences Employees are expected to act in a suitable manner at all times. Certain rules of conduct and behaviour are set out in the Code of Conduct. Failure to follow these rules may result in disciplinary action, from a written warning to termination, depending on the severity of the offence. Any disciplinary action will be recorded in employees personnel file, and will be taken into consideration when conducting performance reviews. Below is a list of some violations or events that can result in disciplinary action, but it should not be considered all-inclusive. The CEO has the discretion to review this list or its interpretation: removing or misplacing Council property or equipment, client records or Council documentation without prior approval destroying or damaging any Council property any violation of any Council policy or procedure as outlined in any policy or guideline falsification or misrepresentation of qualifications or experience whilst employed failure to follow the rules and responsibilities as outlined by management or immediate supervisor inappropriate consumption of alcohol or any controlled substance during work hours misrepresentation of the prime directive as outlined in the Council documents and plans consistent absence from work without proper cause and documentation consistent lateness without proper cause or documentation Disciplinary Procedures Breach of Discipline An employee is guilty of a breach of discipline if they: behave in a manner that is liable to bring the Council into disrepute disobey or disregard a lawful instruction are negligent, careless, inefficient or incompetent in the discharge of their duties are absent from duty except on authorised leave; or with reasonable cause commit any other act of misconduct, or conduct him/herself in a manner inconsistent with the duties and responsibilities of the position held by the employee Complaint Procedure Any complaint received that an employee has committed a breach of discipline will be forwarded to the Chief Executive Officer, who will ensure that the employee is notified of the complaint within 24 hours. The Chief Executive Officer may suspend an employee where a complaint has been made, with pay. Resolution Process A review shall be started within 2 working days of receiving a complaint. Relevant information be collected in relation to the complaint, such as interviewing witnesses and other documentation and finalised within 7 working days of the start date. The employee shall be given a written copy of the complaint and/or allegation(s) against him/her together with any other material necessary to enable the employee to respond to the complaint/allegation.
Draft-Minutes-February-2017.docx