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Performance

Probation

Suitsme does not have a probation period for support workers. You are hired on a casual basis and clients decide who they want supporting them. If you don’t meet clients’ expectations, then you won’t get shifts.

Under the Fair Work Act, there is a requirement that in order to make an unfair dismissal claim against an employer, a dismissed employee must have served a “minimum employment period” of six months.

Performance Reviews

Suitsme reviews your performance on an ongoing basis by auditing app data, seeking client feedback and via worker check ins. 

Performance concerns will be addressed with you as they arise and documented on your staff file.

Serious Misconduct

It is your responsibility to understand your obligations under your contract, the code of conduct and Suitsme’s documents, and to ask for clarification if you are uncertain.

Serious misconduct occurs if you:

  • Cause serious and imminent risk to the health and safety of another person or to the reputation or profits of Suitsme; or
  • Deliberately behave in a way that is inconsistent with your contract, the code of conduct or Suitsme’s documents.

If there is an allegation of serious misconduct, Suitsme management will:

  • Investigate the matter fairly.
  • Document the investigation.
  • Keep you informed about the investigation.
  • Advise you of the outcome of the investigation. Outcomes may include:
    • No action.
    • A formal warning.
    • Termination of your employment.

Depending on the nature of the allegation and at the discretion of Suitsme’s CEO, Suitsme reserves the right to:

  • Suspend your profile.
  • Inform you of the reason for the suspension.
  • Cancel any booked shifts.
  • Contact the clients who you work with and inform them of the suspension.

If serious misconduct is substantiated it may justify summary dismissal. Summary dismissal means Suitsme terminates your employment without notice and you are entitled to be paid only up to the time of dismissal. Summary dismissal requires authorisation from a Suitsme Director.

If a client alleges that you have abused or neglected them or if the allegation of serious misconduct involves illegal activity, Suitsme will report this to the police for investigation. Your profile will be suspended until the police investigation is completed. Suitsme will also conduct its own investigation into the matter unless advised not to by the police.

Managing Performance

Suitsme receives feedback on your performance from a variety of sources including from clients, from the public and from monitoring your performance within the app. If Suitsme has concerns about your (poor) performance, Suitsme will document the concerns and address them with you using a staged approach.

Stage 1 (may be skipped depending on the severity of the concerns)

  • Your supervisor will raise concerns with you informally.

Stage 2 

  • If the performance concerns are not resolved, then:
    • Suitsme management will schedule a meeting with you. You can bring a support person to this meeting. At least two Suitsme representatives will be in this meeting.
    • The concerns will be clearly explained to you.
    • The potential outcomes of continued poor performance will be explained to you.
    • You will be given the opportunity to respond to the concerns, in the meeting, in writing, or both.
    • Suitsme will take notes of the meeting, we’ll send you a copy and save a copy on your file.
  • Once you have responded to the performance concerns we’ll do one or more of the following:
    • Take no further action. If, for example, you have provided reasonable explanation for the performance concerns.
    • Put a performance improvement plan (PIP) in place. This may include training, increased supervision and review of policies and procedures and will have clear timeframes for completion.
    • A formal written warning.

Stage 3 (if a PIP is put in place):

  • Your supervisor will schedule one or more meetings with you to review your performance in accordance with the requirements of the PIP.
  • If Suitsme still have performance concerns:
    • Your PIP may be extended.
    • You may be put on a second PIP.
    • You may be given a formal written warning.
  • If Suitsme continues to have concerns Suitsme may take disciplinary action against you up to and including termination of your employment.

CEO authorisation is required to terminate a staff member undergoing performance management.