Human Resources Information

An employee may be the subject of counseling and disciplinary action for matters relating to their performance, capacity, or conduct, including (but not limited to) the following:

• Unsatisfactory Performance

• Late or missing event reports

• Unacceptable Conduct

• Willful or Serious Misconduct

The procedures outlined below are intended as a guide only to the disciplinary procedures which may be implemented by GWD. In every case, the actual disciplinary procedure to be adopted will be a matter for the individual manager or supervisor’s discretion and in consideration of the circumstances of the case. Nothing in this Policy prevents GWD from dismissing an employee at any stage of the procedure.

Investigation

Depending on the circumstances it may be necessary to investigate the incident and/or allegations. This may involve collecting relevant data and interviewing relevant witnesses, such as the employee’s co-workers or supervisors, or even customers and suppliers with whom the employee has had contact. GWD will endeavor to investigate all allegations of unsatisfactory performance, unacceptable conduct, or willful or serious misconduct by an employee fairly and promptly.

If GWD believes that, following an allegation of unacceptable behavior, it would be inappropriate for an employee to remain at work, Geeks Who Drink may suspend the employee from duty pending completion of an investigation. In such circumstances, the employee will be informed in writing of the conditions of the suspension at the time of the suspension.

Disciplinary Interview

If, on the basis of the investigation, GWD believes that there is a case to be answered by the employee, the employee may be asked to attend a meeting to discuss the issue(s) of concern.

The following procedure will generally be followed:

• The employee will be given advance notice of the meeting and what will be discussed at the meeting.

• The employee will be given a reasonable opportunity to have a co-worker present at the meeting.

• At the meeting, the issue(s) of concern or allegations will be put to the employee, including any evidence upon which those concerns or allegations are based.

• The employee will be given an adequate opportunity to respond to the concerns or allegations.

• The manager will consider the employee’s response and make any further enquires or investigations that may be necessary.

• After making any further enquiries or investigations which may be necessary, and after consideration of the response or explanation of the employee, the manager/supervisor will determine whether the concern(s) or allegations have been proven.

• If it is determined that all or some of the concerns or allegations are proven and after consideration of:

  • • the seriousness of the poor performance/misconduct.

    • the response or explanation given by the employee.

    • the employee’s employment history and record; and

    • whether there are appropriate and reasonable alternatives to termination, the manager/supervisor will decide on what, if any, disciplinary action is appropriate. 

Disciplinary Actions

This Policy outlines several formal and informal ways of addressing employees whose performance, capacity, or conduct is unsatisfactory or otherwise unacceptable.

The disciplinary action taken will vary from case to case, depending upon all of the circumstances, including a consideration of whether the employee has received any prior verbal or written warnings in relation to their performance, capacity or conduct.

Regardless of whatever disciplinary action is imposed, any further unsatisfactory performance, unacceptable conduct or misconduct of any kind may result in the dismissal of the employee.

Informal Disciplinary Action

Examples of informal disciplinary action which may be taken by Geeks Who Drink include, but are not limited to, the following:

• redirection, retraining.

• counseling.

Informal disciplinary action is not appropriate where the employee’s conduct amounts to willful or serious misconduct.

Formal Disciplinary Action

Examples of formal disciplinary action which may be taken by Geeks Who Drink include, but are not limited to, the following:

• written warning.

• dismissal, including summary dismissal.

Termination

On termination, the employee must immediately return all Geeks Who Drink property in the employee’s possession or control to Geeks Who Drink.

Documentation

Managers/supervisors should make notes of all discussions and actions which occur when they counsel an employee in relation to unsatisfactory performance or unacceptable conduct. In addition, managers/supervisors should make notes of all their actions and discussions with an employee before and during the disciplinary process.

If disciplinary action is taken against an employee, a file note should be placed on the employee’s personnel file containing a summary of the nature of the allegations, the outcome of any investigation undertaken, and the disciplinary action taken. A file note should also be made of any conversations or meetings with the employee.

The employee should be asked to sign the file note as an acknowledgement that they understand and agree to its contents. If the employee refuses to sign the file note, this should also be recorded on the file note along with the reason for the employee’s objection if this is provided.

Copies of warning letters will also be placed on the employee’s personnel file.