Policy

Authority to Dismiss

The Managing Director has the authority to dismiss any staff.

Reasons for Dismissal

Employees may be dismissed for the following reasons:

• Obtaining employment based on false or misleading information;
• Falsifying information in, or making material omissions in, any documents or records;
• Deliberate or reckless action that causes actual or potential injury, loss, destruction or damage to RR+R property or supplies, or the property of another employee, or visitor;
• Theft or unauthorised removal from RR+R premises of property that belongs to or is in the possession of RR+R, another employee, or a visitor;
• Threats of violence;
• Bringing or possessing firearms, weapons, or any other hazardous or dangerous devices on RR+R property without proper authorisation;
• Absence of three (3) or more days without authorisation from the Managing Director;
• Failure to return from an authorised leave of absence on the date such a leave ends;
• Dishonesty;
• Misuse of funds or property;
• Loss of trust;
• Insubordination;
• Disclosure of confidential information;
• Fighting or provoking a fight, threatening, intimidation or coercing any person on the job or on RR+R property.
• Working under the influence of alcohol, narcotics, unauthorised drugs or other intoxicants;
• Discrimination prohibited by law;
• Harassment; especially sexual, racial or other harassment prohibited by law, to include behaviour or language offensive to others;
• Abandonment of position;
• Assessed a low risk or higher under Child Protection procedure;
• Unsatisfactory job performance or incompetence;
• Failure or refusal to perform the normal and reasonable duties of the position as assigned, or failure or refusal to perform work in the manner described;
• Carelessness or negligence when performing duties;
• Lack of cooperation;
• Excessive or unauthorized absence from or tardiness to work;
• Abuse of lunch or break periods;
• Non-compliance or disregard of any established safety rule;
• Violation of any safety, health, security or policies, rules or procedures of RR+R;
• Failure to follow the RR+R policies as outlined in this Handbook or any newly instituted policies.

Dismissal of an employee will follow procedures based on NSW Correct Dismissal Procedures.

Dismissal can be immediate for serious misconduct or breach of safety.

RR+R shall meet legislative requirements.

• Adequate notice must be given to the employee that their job is in jeopardy.
• An adequate opportunity to improve their performance or conduct must be given.
• Adequate training must be given if appropriate.
• In cases of misconduct, a proper investigation should be conducted.
• If the case demands it the staff member will be suspended on full pay (or pro rata) during investigation.
• Clear outlines of what the employee has done wrong must be put to him/her.
• The employee must have an opportunity of representation for the employee at disciplinary meetings.
• The employer must give proper consideration to the employee’s excuse before issuing a warning or dismissing the employee.
• An outline of what is expected of the employee in the future must be given to the employee (this should be contained in a warning letter).
• Each complaint that the employer has with the employee must be dealt with as it arises.
• Demonstrable assistance and support must be given to the employee.
• The details of any verbal or written warnings must be recorded.