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This guide provides some indication of what incompatibility means, when and how the term should be used, and what your obligations are in managing an instance of it.
Incompatibility is sometimes used incorrectly as a reason for disciplinary action against an employee.
Leaving conflict situations to fester can cause irreparable harm to employment relationships and may expose you to multiple claims from unhappy employees.
Investigating conflict situations thoroughly to find the cause of the conflict is important; often the problem is not about personality but poor understanding, supervision or management.
Managing incompatibility situations appropriately and according to the rules of procedural fairness may result in a higher chance of a resolution to the problem and prevent claims of unjustified dismissal or unjustified disadvantage.
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