1. INTRODUCTION
Castle Hill RSL Club Ltd (CHRG) is committed to the success of our people. Underpinned by our values of Respect and Growth, CHRG has a counselling and discipline policy in place to ensure that the counselling and discipline process is fair and equitable for all employees and provides a framework to encourage optimum work performance and early intervention of unsatisfactory work performance or behaviour.
This policy applies to all team members of CHRG.
2. GROUNDS FOR COUNSELLING & DISCIPLINE
Disciplinary action may be taken in response to any:
Unsatisfactory performance;
Unacceptable conduct; and
Serious or wilful misconduct.
3. INVESTIGATION
Depending on the circumstances, it may be necessary to investigate certain incidents and/or allegations that have been raised. This may involve collecting relevant data and interviewing the relevant employee as well as material witnesses (such as the employee’s co-workers or supervisors, or even customers andsuppliers with whom the employee has had contact).
Suspension may be applied where circumstances need to be investigated or reviewed prior to action being taken. This may be with or without pay, depending on the situation.
4. PROCEDURES
If CHRG needs to speak to an employee about work performance or other employment related matters, it will be done in private, at an appropriate time for the employee.
The procedures outlined below are intended as a guide only. In every case, CHRG will determine the actual disciplinary procedure to be adopted in its discretion and in consideration of the circumstances.
Nothing in this policy prevents CHRG from issuing a final warning or dismissing a team member at any stage of the process.
4.1.Disciplinary Action
CHRG reserves the right to implement the following disciplinary action for unsatisfactory work performance or behaviour:
Issue a verbal warning –for minor breaches. It is vital in to bring to the team member’s attention any performance issues in a timely manner.
Issue a written warning – for several minor breaches, or for minor breaches that have already incurred one verbal warning. First written warnings may also be issued when a breach of conduct or performance is considered to be more serious than one which constitutes a verbal warning. At this stage formal counselling will be arranged to attempt to gain positive improvement from the team member.
Issue a second / final written warning –for continued minor breaches when a first warning has been issued. Second / final written warnings may also be issued when a breach of conduct or performance is considered to be more serious than one which constitutes a first written warning.
October2023
Formal counselling will also be implemented at this stage; to give the team member every chance to improve their performance.
Dismissal – Committing any breach after receiving a second / final written warning or in instances of serious and wilful misconduct. This will generally be conducted with the involvement of the People team and/or Senior Leadership team.
4.2.Formal Counselling
Formal counselling will be carried out at the first available opportunity following a thorough exploration of the performance problems and will take place in a private space. The purpose of this counselling is to affect a positive improvement in the employee’s work performance.
If, on the basis of the investigation, CHRG believes that there is a case to be answered by the employee, the employee may be asked to attend a formal interview meeting to address the area(s) of concern.
An example of a procedure that may be adopted by CHRG in these circumstances may involve:
the employee being given notice of the meeting and what will be discussed at the meeting.
the employee being given a reasonable opportunity to have a support person present at the meeting.
putting the issue(s) of concern or allegations to the employe.
giving the employee an opportunity to respond to the concerns or allegations.
CHRG considering the employee’s response and making any further enquires or investigations (if necessary);
CHRG determining whether the concern(s) or allegations have been substantiated on the balance of probabilities; and
if it is determined that all or some of the concerns or allegations are substantiated, CHRG will make a decision about what, if any, disciplinary action is appropriate in the circumstances.
5. BREACH OF THIS POLICY
Breaches of this policy may result in counselling and or disciplinary action, up to and including dismissal.
6. REVIEW OF THIS POLICY
This policy will be reviewed every two years to ensure it remains consistent with all relevant legislative requirements, as well as the changing nature of the company or more frequently where legislative requirements are changed or amended.
7. POLICY COMMUNICATION AND EDUCATION
This policy will be stored on CHRG’s intranet site. It will be incorporated into induction/onboarding programs and CHRG will conduct education sessions on the application and operation of this policy as required and when any changes to the policy are implemented.
8. DOCUMENT HISTORY
Preparedby: Approvedby: Date: Version: Comments
Alison Brinkman Head of People & Purpose
David O’Neil Group CEO