Effective from October 2023

Approved by: Chief Executive Officer

At a Glance

Five Good Friends and The Lookout Way expect that our employees will always perform to the standard required to fulfil the requirements of their role and the needs of our Members and customers. This policy and associated workflow will detail what processes need to be followed in the event of unsatisfactory workplace performance.

Unsatisfactory performance (also referred to as underperformance or poor performance) occurs when an employee does not meet expectations regarding the standard of output, displays unsatisfactory workplace behaviour or conduct, including misconduct and serious misconduct.

Scope

This policy applies to all employees of Five Good Friends (FGF) and The Lookout Way (TLW), excluding casual and employees whose employment is still within the probationary period (please refer to the Probationary Review Policy).

Objective

Underperformance, including unsatisfactory behaviour and serious misconduct can damage the effective and harmonious operation of FGF and TLW. Our intention is that through this policy and the supporting workflow, it is clear that we comply with principles of fairness, justice and with prevailing legislation, and that we always have a focus on restorative behaviour rather than punishment.

Definitions

• Underperformance - is when an employee isn't doing their job properly or is behaving in an unacceptable way at work. It includes:

  • not carrying out their work to the required standard or not doing their job at all
  • not following workplace policies, rules or procedures
  • unacceptable behaviour at work (for example, telling inappropriate jokes)
  • acting in a way that is not in alignment with the Code of Conduct
  • disruptive or negative behaviour at work (for example, constantly speaking negatively about the company).

  There is a difference between underperformance and serious misconduct.

• Serious Misconduct - is when an employee:

  • causes serious and imminent risk to the health and safety of another person;
  • deliberately behaves in a way that is inconsistent with continuing their employment;
  • causes serious and imminent risk to the reputation or profits of their employer's business.

  Serious misconduct includes the following:

  • dishonesty including theft and fraud
  • unauthorised release of confidential information
  • seriously inappropriate behaviour including drunkenness, fighting, sexual harassment, assault and abuse
  • conduct that includes imminent and serious risk to a person’s health or safety
  • conduct that includes imminent and serious risk to the reputation, viability, or profitability of the organisation
  • conduct that breaches data privacy and security
  • serious neglect of duty
  • insubordination and wilful disobedience.

Principles

The guiding principles of this policy are:

• Underperformance is to be handled appropriately, sensitively, privately and promptly.
• All reported incidents of underperformance are to be investigated.
• Employees must always be given the opportunity to respond to claims of underperformance and be given an appropriate amount of time and support to improve their performance.