sec.92Meaning of disciplinary action

### sec.92 Meaning of disciplinary action Disciplinary action is any action relating to employment, including, for example, any of the following actions— termination of employment; reduction of classification level and a consequential change of duties; transfer or redeployment; forfeiture or deferment of a remuneration increment or increase; reduction of remuneration level; imposition of a monetary penalty; if a penalty is imposed, a direction that the amount of the penalty be deducted from the employee’s periodic remuneration payments; a reprimand. However, disciplinary action consisting of a monetary penalty can not be more than the total of 2 of the employee’s periodic remuneration payments. Also, disciplinary action consisting of an amount directed to be deducted from a particular periodic remuneration payment of an employee— must not be more than half of the amount payable to or for the employee in relation to the payment; and must not reduce the amount of salary payable to the employee in relation to the period to less than— if the employee has a dependant—the Queensland minimum wage for each week of the period; or otherwise—two-thirds of the Queensland minimum wage for each week of the period. In this section— Queensland minimum wage see the Industrial Relations Act 2016 , schedule 5 . (sec.92-ssec.1) Disciplinary action is any action relating to employment, including, for example, any of the following actions— termination of employment; reduction of classification level and a consequential change of duties; transfer or redeployment; forfeiture or deferment of a remuneration increment or increase; reduction of remuneration level; imposition of a monetary penalty; if a penalty is imposed, a direction that the amount of the penalty be deducted from the employee’s periodic remuneration payments; a reprimand. (sec.92-ssec.2) However, disciplinary action consisting of a monetary penalty can not be more than the total of 2 of the employee’s periodic remuneration payments. (sec.92-ssec.3) Also, disciplinary action consisting of an amount directed to be deducted from a particular periodic remuneration payment of an employee— must not be more than half of the amount payable to or for the employee in relation to the payment; and must not reduce the amount of salary payable to the employee in relation to the period to less than— if the employee has a dependant—the Queensland minimum wage for each week of the period; or otherwise—two-thirds of the Queensland minimum wage for each week of the period. (sec.92-ssec.4) In this section— Queensland minimum wage see the Industrial Relations Act 2016 , schedule 5 . - (a) termination of employment; - (b) reduction of classification level and a consequential change of duties; - (c) transfer or redeployment; - (d) forfeiture or deferment of a remuneration increment or increase; - (e) reduction of remuneration level; - (f) imposition of a monetary penalty; - (g) if a penalty is imposed, a direction that the amount of the penalty be deducted from the employee’s periodic remuneration payments; - (h) a reprimand. - (a) must not be more than half of the amount payable to or for the employee in relation to the payment; and - (b) must not reduce the amount of salary payable to the employee in relation to the period to less than— (i) if the employee has a dependant—the Queensland minimum wage for each week of the period; or (ii) otherwise—two-thirds of the Queensland minimum wage for each week of the period. - (i) if the employee has a dependant—the Queensland minimum wage for each week of the period; or - (ii) otherwise—two-thirds of the Queensland minimum wage for each week of the period. - (i) if the employee has a dependant—the Queensland minimum wage for each week of the period; or - (ii) otherwise—two-thirds of the Queensland minimum wage for each week of the period.