1. INTRODUCTION
Castle Hill RSL Club Ltd (CHRG) is committed to ensuring that termination and separation of team members is timely, fair and complies with the provisions of the Award, employment agreements and other relevant legislation.
The purpose of this policy is to ensure the exit, termination and separation of team members is managed with appropriate consideration of organisational needs, whilst ensuring a transparent and fair process, the provision of associated entitlements, and clear communication of important and sensitive information.
This policy applies to all team members of CHRG.
2. RESIGNATION OF EMPLOYMENT
When the time comes, team members are required provide, in writing, their intention to resign, indicating their proposed date of separation and to provide the required notice in accordance with their employment agreement.
For permanent employees one (1) week’s minimum notice is required within the first year of employment and additional notice thereafter as specified by the NES however where possible, we request that employees work any shifts currently rostered at the time they submit their resignation.
If a team member, who is at least 18 years old, fails to give the required notice CHRG may deduct, from wages due to the team member, up to one week’s wages.
2.1.Post Resignation
Standard practice upon receiving a resignation is to:
Provide an exit letter acknowledging receipt of the resignation,
Provide the opportunity for the team member to participate in a confidential exit survey or interview to discuss the organisation's strengths and weaknesses, provide feedback about their reasons for leaving and to assist with better understanding the variety of experiences of working at CHRG.
Provide a Certificate of Service, if requested.
3. PROBATIONARY PERIOD
If at any time during the probationary period the team member or CHRG may terminate employment, subject to giving of the appropriate notice as outlined in their employment agreement, should:
a team member’s progress be considered by CHRG to be unsatisfactory, or
if the team member is not satisfied with the position or CHRG.
4. UNSATISFACTORY PERFORMANCE OR CONDUCT
An employee may be terminated for unsatisfactory performance or conduct in accordance with our Counselling and Discipline Policy. In cases of serious misconduct, CHRG may terminate without notice.
5. ILL HEALTH
CHRG may require a team member whose capacity to perform the duties of their position is in doubt to undergo a medical examination by a medical practitioner chosen by CHRG (at the expense of CHRG).
If the medical examination reveals that the team member is unable to perform assigned duties and is unlikely to be able to resume them within 12 months, CHRG may offer the team member the opportunity to resign, or where that is not accepted, terminate the employment.
In instances where CHRG decides to terminate employment on the grounds of ill health, the standard notice period will apply.
6. ABANDONMENT OF EMPLOYMENT
Abandonment of employment is considered termination of employment at the initiative of the team member. If a team member fails to attend work for a period of time without authorisation or satisfactory explanation, they may be deemed to have abandoned their employment and have their employment with CHRG terminated.
Please note if a casual staff member has not responded to requests to pick up shifts and does not reply to requests for contact, they may be deemed to have abandoned their employment and have the employment relationship terminated.
All efforts will be made to contact the team member and their emergency contact/s prior to preceding with termination due to abandonment.
7. CONFLICTING EMPLOYMENT
Once an employee accepts a role with CHRG, they may not accept a role with another organisation that fundamentally conflicts with the role they have accepted with CHRG.
Such conflicts may include (but are not limited to): the potential for intellectual property theft; the potential for poaching other staff and/ or clients to another organisation; favouritism or influencing supplier arrangements; reduction or significant adaptation of availability that was provided at the commencement of employment; the potential to affect the standard of the role performed with CHRG.
Should an employee accept a conflicting role without prior authorisation of management, it may result in termination of the employment relationship.
8. REDUNDANCY AND REDEPLOYMENT
In the event that CHRG is required to restructure, and a position is no longer required, efforts will be made to redeploy the employee into a suitable role.
If no suitable role can be found in consultation with the employee, CHRG may proceed with terminating the employee due to reason of redundancy, and paying the applicable notice and entitlements as defined by the National Employment Standards (NES).
9. DEATH OF AN EMPLOYEE
In the event of the death of an Employee, CHRG will support the Employee's immediate family by offering the use of the Employee Assistance Program, calculate and pay outstanding salary and leave entitlements, and advise the relevant Superannuation Fund.
10. POST SEPARATION OF EMPLOYMENT
10.1.
Company Property & Systems
Team members are required to return all company property, in good repair, upon separation of employment.