The Employee Notice of Discipline is a crucial document in Australian workplace relations, used when formal documentation of employee misconduct or performance issues is necessary. It serves multiple purposes: documenting the specific incident or behavior requiring attention, establishing a formal record of the employer's concerns, and communicating clear expectations for improvement. This notice must comply with Australian employment law, particularly the Fair Work Act 2009 and relevant state legislation, ensuring procedural fairness and proper documentation of disciplinary actions. The document is typically issued after verbal warnings or informal discussions have proven ineffective, or when the severity of the incident requires immediate formal action. It forms part of progressive discipline procedures and may be referenced in subsequent employment decisions or legal proceedings.
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1. Employee and Employer Details: Full names, positions, and relevant contact information of both the employee and employer representatives
2. Date and Location: Date of the notice and location/department where the incident(s) occurred
3. Nature of Violation: Clear description of the misconduct or performance issue, including specific incidents, dates, and times
4. Applicable Policies: Reference to specific workplace policies, procedures, or standards that were violated
5. Evidence: Summary of evidence supporting the disciplinary action, including any investigations conducted
6. Impact: Description of how the violation affects the workplace, colleagues, or business operations
7. Disciplinary Action: Clear statement of the specific disciplinary measure being taken
8. Required Corrections: Specific expectations for improvement and timeline for compliance
9. Consequences: Clear statement of what will happen if behavior isn't corrected or further violations occur
1. Previous Warnings: Include when this is not the first incident - details of prior disciplinary actions or warnings
2. Performance Improvement Plan: Include when specific measurable improvements are required - detailed plan with timeline and benchmarks
3. Union Representative Notice: Include when employee is union-represented - acknowledgment of union representation rights
4. Employee Assistance Program: Include when relevant support services are available - information about available help resources
5. Probationary Period: Include when implementing a probationary period - specific terms and duration of probation
6. Appeal Process: Include for serious disciplinary actions - detailed information about the employee's right to appeal
1. Incident Reports: Detailed reports of specific incidents leading to disciplinary action
2. Witness Statements: Documented statements from witnesses or affected parties
3. Performance Data: Relevant performance metrics, attendance records, or other supporting documentation
4. Meeting Minutes: Records of disciplinary meetings or discussions related to the issue
5. Relevant Policies: Copies of specific workplace policies that were violated
6. Acknowledgment Form: Form for employee to acknowledge receipt of disciplinary notice
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