ST Tangles 01
Juniors
- Messages
- 557
I'm not sure what is right or wrong on this occasion per contracts but from my experience dealing with stand downs at work we have 2 scenarios
1 Salaried employee have a signed contract that has clauses stating we can and will be stood down on full pay if we are charged with any criminal offence that could cause detrimental publicity for our employer.
If we are found innocent we can come straight back to work
If found guilty the company has the right to terminate our employment.
2 EBA employees we have the right to stand them down for an incident that has occurred at work that is deemed to serious enough to warrant termination pending an Investigation on full pay.
After the investigation we would either terminate employment or have them return to work depending findings.
If one of our EBA employees was charged with a criminal offence and have not faced court we can not stand them down.
If they were charged and refused bail we would have to wait for them to be away for a certain time and could terminate them for abandonment of duties.
We have tried to implement similar policies for our EBA staff that we have for our contracted staff but it has never gotten past the negotiation stage.
1 Salaried employee have a signed contract that has clauses stating we can and will be stood down on full pay if we are charged with any criminal offence that could cause detrimental publicity for our employer.
If we are found innocent we can come straight back to work
If found guilty the company has the right to terminate our employment.
2 EBA employees we have the right to stand them down for an incident that has occurred at work that is deemed to serious enough to warrant termination pending an Investigation on full pay.
After the investigation we would either terminate employment or have them return to work depending findings.
If one of our EBA employees was charged with a criminal offence and have not faced court we can not stand them down.
If they were charged and refused bail we would have to wait for them to be away for a certain time and could terminate them for abandonment of duties.
We have tried to implement similar policies for our EBA staff that we have for our contracted staff but it has never gotten past the negotiation stage.