--- title: Handling Under Performance with Due Process description: Do you know how to manage underperformance to protect yourself against an unfair dismissal claim? Follow a 5-step protocol to safeguard your business. image: https://www.blog.hroncall.com.au/hubfs/shutterstock_1742258426.jpg --- ** GET IN TOUCH NOW!  [CONTACT US](https://www.hroncall.com.au/contact-us) - [** ](https://www.facebook.com/hroncall/) - [** ](https://plus.google.com/115308080378403054296?hl=en) - [** ](https://www.youtube.com/user/hroncall1) - [** ](https://www.linkedin.com/company/hr-on-call-pty-ltd/) [![logo-retina-3](https://www.blog.hroncall.com.au/hubfs/logo-retina-3.png "logo-retina-3")](https://hroncall.durrantdurrant.com/) * * 1300 872 566 Call * * [info@hroncall.com.au](mailto:info@hroncall.com.au) Email This is a search field with an auto-suggest feature attached. - There are no suggestions because the search field is empty. ## HR NEWS Phone Call Us! 1300 872 566 FOR A FREE INITIAL CONSULTATION # Handling Under Performance with Due Process by [Melissa Behrend](https://www.blog.hroncall.com.au/blog/author/melissa) | Sep 9, 2020 | | 0 Comments With unfair dismissal cases [soaring](https://www.blog.hroncall.com.au/blog/why-sound-hr-advice-is-more-important-than-ever) during the COVID-19 pandemic, due process is essential when negotiating redundancy, dismissal and performance management.   According to the Fair Work Ombudsman, [underperformance](https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-guides/managing-underperformance) includes: - Unsatisfactory work performance. - Non-compliance with workplace rules and policies. - Unacceptable workplace behaviour. - Disruptive behaviour that impacts co-workers. ![shutterstock_1742258426](https://www.blog.hroncall.com.au/hs-fs/hubfs/shutterstock_1742258426.jpg?width=3500&name=shutterstock_1742258426.jpg)   In contrast, misconduct is defined as very serious behaviour like assault or theft. Only such extreme behaviours warrant instant dismissals. Underperformance issues involve an employer protocol instead.   **How to deal with underperformance** When faced with an underperforming worker, follow and document – this statutory five-step process before termination. 1. ** Identify the issue** Talk to the employee and their colleagues to pin down the problem. 1. ** Assess the problem** Make sure you know: - How serious the problem is. - How long it has been going on. - The size of the gap between expectation and reality. 1. **Hold a meeting** Stage the meeting in a private, non-threatening setting. Explain to the employee: - What the issue is. - Why it is a problem. - How it impacts the workplace. - Why it concerns you. Discuss the outcomes you want, giving the employee an opportunity to speak freely. 1. ** Find a joint solution** Work out a solution between you. This is usually a performance agreement or action plan. Make it clear and easy to follow with positive outcomes. Set a deadline with enough time for the employee to implement the plan. 1. ** Monitor performance** Track the employee’s performance, giving accurate feedback. Set a review meeting even if the issue has resolved itself. Counselling and a series of formal warnings may be necessary if the worker does not meet expectations.   **Cover yourself!** Protect yourself against unfair dismissals by following protocols. According to [MKI Legal,](https://www.perthemploymentlawyers.com.au/termination-of-employment/examples-of-common-unlawful-dismissal-scenarios/) an employee can lodge a claim if they prove: - They didn’t receive proper training or explanation of shortcomings. - They weren’t given reasonable time to improve. - They weren’t warned of termination. - There were other good reasons to explain underperformance. - They didn’t commit the offences. - Their dismissal was ‘harsh, unjust or unreasonable’. Check any special clauses in the employee’s Award or Enterprise Bargaining Agreement (EBA). Overlooking these will set you up for a claim. Refer to the [Small Business Unfair Dismissal Code](https://www.fairwork.gov.au/ending-employment/unfair-dismissal#:~:text=Small%20business%%2020employers&text=The%20Small%20Business%20Fair%20Dismissal,can%20provide%20evidence%20of%20%20this.) if you have under 15 employees – you are protected against claims as long as you can prove you followed the Code.   **A case in point** Rigby Cooke Lawyers cites an employee who was dismissed one week into a six-week performance management process (PMP). The Fair Work Commission upheld the termination. However, [an appeal was allowed](https://www.rigbycooke.com.au/how-poorly-executed-performance-improvement-plans-can-impact-the-dismissal-process/) when the claimant proved: - Witnesses had read each other’s statements during drafting. - The manager who dismissed the worker was not made aware of his compliance during the PMP. Takeaways for small and medium sized business? Keep meticulous detailed records, separate witnesses, tailor a relevant PMP and ensure decision makers have all the facts.   **Help is at hand** Get advice from an [HR consultant](https://www.hroncall.com.au/support-advice/) at the start of the process, rather than the end! Professional HR consulting helps you navigate this highly charged area of workplace relations. [Contact us](https://www.hroncall.com.au/contact-us/) if you need assistance with a performance management issue. 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