News

Following the previous VAU bulletin Behavioural Improvement Plans 6.08.2024, on the 28th of October the VAU met with the newly appointed Executive Director of People and Culture Jesse Maddison. From this meeting we are pleased to announce that there has been a major change to Behavioural Improvement Plans and their implementation.

Moving forward when a matter is referred for local resolution as allegations/complaint not amounting to misconduct, and a Behaviour Improvement Plan (BIP) is proposed, there will be procedural fairness around the process. If a BIP is proposed, the process is as below:

• (a) Management needs to articulate why a BIP is proposed and the rationale of the actions contained within it.
• (b) The employee should have an opportunity to put any matters to management that they believe relevant as to why e.g. there should be a BIP or whether all the actions management has proposed should be included.
• (c) Management considers the employee’s response before finalising the outcome with reasons having regard to the employee’s response.

AV’s People Partners have been engaged and the above process has been put in place.

In solidarity