![]() These softer approaches allow your business to retain quality staff who may have just made a mistake. ![]() For example, perhaps it is more suitable to provide: For example, in Willis Australia Group Services Pty Ltd v Mitchell-Innes, a more precise policy could have made the dismissal more appropriate.Īnother method to manage an employee who shows up drunk on the job is to allow for flexible and less severe responses to misconduct. Further, communicate those policies to employees and possibly even provide ongoing training. Indeed, once you have adequate policies in place, be sure to follow them accordingly. It may even be wise to add provisions relating to your ability to hand down summary dismissals for drug and alcohol usage while on the job.
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