The must do’s describe very important ways of working with each other. If all parties understand and are guided by these, they should be able to build a constructive, healthy employment relationship. These must do’s also provide guidance for working with others in more challenging situations, such as managing performance issues, workplace change or a disciplinary process.
Employers and employees must deal with each other in ‘good faith’. In particular, employers must have a ‘good reason’ when taking disciplinary action or structural change, and they must follow a ‘fair process’ in doing so.
For an employer to take any action against an employee they must have a genuine or valid reason.