Employers who fail to correctly manage staff counselling and discipline procedures run the risk of incurring unnecessary costs and possible unfair dismissal claims, according to the Victorian Employers' Chamber of Commerce and Industry (VECCI).

 

VECCI General Manager - Workplace Relations Policy, Mr David Gregory, said employers needed to be aware of their responsibilities and obligations to handle these issues properly in the workplace.

 

"Poor employee counselling, whether for unsatisfactory work performance or unacceptable behaviour, can be costly, particularly if it results in termination of employment and possibly an unfair dismissal claim," says Mr Gregory.

 

"The counselling and discipline process involve the original counselling interview, the issue of warnings and a review process - all of which needed to follow accepted procedures.

 

"When dealing with termination of employment, employers needed to be aware of issues such as the difference between termination and redundancy (with or without notice), the difference between unfair and unlawful dismissal and the consequences of disciplinary action or termination on the organisation and the individual.

 

"This is particularly topical given the recent proposed reforms to unfair dismissal laws proposed by the Federal Government", says Mr Gregory.

 

To help local employers deal with these issues, VECCI has organised special briefings across Central-North Eastern Victoria to be held Tuesday 21 June to Wednesday 22 June in Albury/Wodonga, Wangaratta and Shepparton.