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Incapacity: poor performance involves fault on the part of the employee.CorrectIncorrect
Incapacity: poor performance should be dealt with by means of counselling and training rather than disciplinary action.CorrectIncorrect
An employee who is called to a meeting to deal with underperformance may be accompanied by a trade union representative.CorrectIncorrect
Termination should be considered as a first option in cases of poor performance because the school cannot afford to have employees who are not doing what is required of them.CorrectIncorrect
If an employee fails or refuses to follow a formal programme of counselling and training determined by the employer, s/he may be disciplined for misconduct.CorrectIncorrect
A school-paid employee may appeal to the MEC if he or she is dismissed for poor performance.CorrectIncorrect
If it is decided that an employee lacks the capacity to fulfill the requirements of his/her job, the employer could consider demotion as an option for the employee.CorrectIncorrect
If poor performance is due to the employee’s employment conditions beyond the control of the employee, this would not be regarded as incapacity.CorrectIncorrect
The SGB has no role to play in cases of alleged poor performance on the part of state-employed staff.CorrectIncorrect
It is entirely up to an employee who is not performing well to bring themselves up to the required level.CorrectIncorrect