The Varied Australian National University Enterprise Agreement 2005 – 2008

Part Seven – Staff Relations

44. Managing underperformance and misconduct principles

44.1 The principles of procedural fairness will be applied to all underperformance and misconduct processes. The preferred outcome of underperformance or misconduct procedures is that a staff member will improve his or her performance/conduct and continue to contribute to the ongoing success of the University.

44.2 The defined disciplinary actions in 45.2 do not prevent the University from taking administrative action, in conjunction with, or following disciplinary action, where this is necessary having regard to the circumstances. A staff member may seek assistance, where he or she chooses, from a representative and may seek procedural advice from Human Resources at any time during the processes.

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