KNOWLEDGE BASE

Purpose

This procedure outlines the process for addressing misconduct, breaches of workplace expectations, and other disciplinary matters at Bodyfocus Wellness Centre.

The objective is to maintain a safe, professional, and respectful workplace while ensuring employees are treated fairly and consistently.

Scope

This procedure applies to all employees of Bodyfocus Wellness Centre.

Guiding Principles

When addressing disciplinary matters, Bodyfocus Wellness Centre will:

• Act fairly and reasonably.

• Apply procedural fairness.

• Consider the circumstances of each matter individually.

• Maintain confidentiality where reasonably practicable.

• Provide employees with an opportunity to respond to concerns.

• Seek to resolve issues at the lowest appropriate level where possible.

Nothing in this procedure limits the organisation's right to take immediate action where serious misconduct or significant risk is identified.

Misconduct

Misconduct may include, but is not limited to:

• Breaches of organisational policies or procedures

• Inappropriate workplace behaviour

• Failure to follow lawful and reasonable directions

• Repeated failure to perform duties to an acceptable standard

• Breaches of confidentiality or privacy obligations

• Inappropriate use of organisational systems, equipment, or information

• Bullying, harassment, discrimination, or victimisation

• Unprofessional conduct towards patients, colleagues, or other stakeholders

• Unsafe work practices

Serious Misconduct

Serious misconduct may include conduct that is incompatible with the continuation of employment or presents a serious risk to people, property, reputation, or the organisation.

Examples may include:

• Theft, fraud, or dishonesty

• Violence or threats of violence

• Serious breaches of workplace health and safety requirements

• Serious breaches of confidentiality or privacy

• Deliberate misuse of patient information

• Serious harassment, discrimination, or bullying

• Working while impaired by alcohol or illicit drugs

• Deliberate or reckless conduct placing others at risk

Serious misconduct may result in immediate disciplinary action, including termination of employment.

Informal Management of Concerns

Where appropriate, concerns may initially be addressed through:

• Discussion and feedback

• Coaching or mentoring

• Clarification of expectations

• Additional training or support

Informal action may be appropriate where concerns are minor and capable of prompt resolution.

Formal Disciplinary Process

Where concerns are serious, repeated, or not resolved through informal measures, a formal disciplinary process may be initiated. This process may include:

Investigation

Management may:

• Gather relevant information

• Review relevant records or documentation

• Meet with involved parties

• Conduct enquiries necessary to understand the circumstances

Employee Response

Employees will generally be informed of the concerns raised and provided with a reasonable opportunity to respond before a disciplinary decision is made.

Employees may provide information, explanations, or other relevant material for consideration.

Outcome

Following consideration of the available information, management may determine that:

• No further action is required

• Informal management is appropriate

• Additional training or supervision is required

• A formal warning is warranted

• Other corrective action is appropriate

• Employment should be terminated

The outcome will depend on the nature and seriousness of the matter and any relevant previous conduct.

Suspension

Where appropriate, an employee may be suspended from duties while a matter is investigated.

Suspension may occur where:

• There is a risk to patients, staff, or the organisation;

• Evidence may be compromised;

• The seriousness of the allegations requires temporary removal from the workplace.

Any suspension will be managed in accordance with applicable workplace laws and employment obligations.

Record Keeping

Records relating to disciplinary matters will be maintained securely and confidentially within the employee's personnel record.

Protection from Retaliation

Employees must not be subjected to retaliation or adverse treatment for:

• Raising genuine workplace concerns;

• Participating in investigations;

• Providing information in good faith.

Any retaliatory behaviour may itself constitute misconduct.

Responsibilities

Management

Management is responsible for:

• Managing disciplinary matters fairly and consistently;

• Conducting appropriate investigations;

• Maintaining records;

• Ensuring procedural fairness.

Employees

Employees are responsible for:

• Complying with workplace policies and procedures;

• Performing duties professionally and safely;

• Cooperating with workplace investigations where required.

Related Documents

• HB-001 Employee Handbook

• POL-010 Code of Conduct

• PROC-004 Staff Complaints and Disputes Procedure

• POL-007 Workplace Health and Safety Policy

• POL-003 Privacy, Confidentiality and Information Management Policy