Page 33 - GNOC Policies and Procedures Handbook
P. 33
20 Disciplinary Procedures
The focus of disciplinary procedures is corrective in nature. The aim is to:
• Encourage good work practices and individual conduct
• Improve performance and obtain continuous improvement
• Give employees an opportunity to correct unsatisfactory conduct and performance
• Provide a process where matters relating to employees and management are investigated
properly and given prompt, fair and consistent treatment
• Provide counseling where necessary
• Reduce the need for serious disciplinary action
• Keep employees informed of any shortfalls in conduct or performance
20.1 Procedure Steps
1. Initial Warning – a formal verbal warning that is noted on the employee’s records.
2. Written Warning – a written warning given to the employee with a copy on the employee’s
records. If the matter is considered to be a significant breach, then this warning may be
marked as a final warning.
3. Final Warning – a written warning clearly stating that a repeat of the conduct or performance
will result in termination. A final warning is given to the employee and a copy placed on the
employee’s records.
4. Dismissal – where there is a repeat of the unsatisfactory conduct or performance, then the
employee is terminated.
The Procedure Steps must have been followed. The notice of dismissal must be provided in
writing and the employee dismissed without pay for a period of seven (7) days.
During this period the facts need to be reviewed and the employee given an opportunity to
respond to outstanding issues.
5. Lapse of Warning – a warning will lapse if the conduct or performance improves consistently
for twelve (12) months.
The previous warnings will remain as file notes and any re occurrence after twelve (12) months
and before two (2) years will recommence with a “Written Warning”
21 Confidentiality
As an employee you must not at any time during employment with GNOC or after the termination of
your employment use or attempt to use confidential information in any matter, which may cause loss or
injury to GNOC.
Employees must use their best endeavors to prevent the disclosure of confidential information to third
parties.
GNOC Office Policies & Procedures 35
