Consultation and Dispute Resolution. 1. The Parties shall promptly consult, at the request of either of them, on any question arising out of the interpretation or application of this Agreement. Any disputes concerning the interpretation or application of this agreement shall be settled by friendly consultations between the Parties.
2. Paragraph 1 shall not prevent the Parties from having recourse to dispute settlement procedures under the Partnership and Cooperation Agreement establishing partnership between the European Communities and their Member States, and Ukraine.
Consultation and Dispute Resolution. C18 Where there is a need for consultation or where disputes arise between the UK Government and the devolved administrations on the matters covered by this Concordat, the majority of matters should be capable of being handled routinely among officials of the Departments in question. Where it proves impossible to reach a consensus between officials disputes, except those to which paragraphs C7-C9 apply, will be resolved via the mechanisms outlined in agreement A3 of this Memorandum of Understanding.
Consultation and Dispute Resolution. 9 Consultation
Consultation and Dispute Resolution. The parties are committed to minimising the amount of lost-time or production arising out of disputes or grievances, and to resolving any disputes by consultation and cooperation. The parties commit themselves to: • Resolving any disputes without recourse to industrial action; and • Accepting decisions of the WorkCover Authority. Accordingly, the following procedures will be followed at all times:
(i) In the first instance the parties will genuinely attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor and, if such discussions do not resolve the dispute, by discussions between the employee or employees concerned and more senior levels of management as appropriate.
(ii) A party to the dispute may appoint another person, organisation or association to accompany or represent them in relation to the dispute.
(iii) If the matter remains unresolved at stage (i) the Employee(s) may refer the matter to their appointed representative who will discuss it with Senior Management.
(iv) If a dispute in relation to a matter arising under this agreement is unable to be resolved at the workplace, and steps (i) and (iii) has been taken, the dispute may be referred to the Australian Industrial Relations Commission for resolution by mediation or conciliation.
(v) It is a term of this agreement that while the dispute resolution procedure is being conducted work shall continue normally unless an employee has a reasonable concern about an imminent risk to his or her health or safety. The above procedures will apply in the event of a safety issue. In such an event, normal work will continue in areas other than the area subject of the dispute, and Employees in that area will be relocated to other areas/sites. Training or other appropriate activities may be undertaken until the matter is resolved. No Employee will be allowed to work in an unsafe area other than for safety rectification purposes.
Consultation and Dispute Resolution. Consultative Arrangement 2.1 Consultation Regarding Major Workplace Change 2.2 Workload/Intensity of Work (Managing Significant Change) 2.3 Procedures for Preventing and Settling Disputes 2.4 Agreement Flexibility 2.5
Consultation and Dispute Resolution. CONSULTATION CLAUSE
Consultation and Dispute Resolution. The Parties shall promptly consult, at the request of any of them, on any question arising out of the interpretation or application of this Agreement. Any disputes concerning the interpretation or application of this Agreement shall be settled through consultation between the Parties.
Consultation and Dispute Resolution. CONSULTATIVE MECHANISM AND PROCEDURES
Consultation and Dispute Resolution. 16. Consultation regarding major workplace change
a) Where ERLC is contemplating the introduction of major changes in service, program, organisation, structure or technology that are likely to have significant effects on employees, ERLC must notify the employees who may be affected by the proposed changes and their representatives, if any. The Consultative Committee will be notified of the proposed changes.
b) Significant effects include termination of employment; major changes in the composition, operation or size of ERLC’s workforce or in the skills required; the expansion, elimination or diminution of job opportunities, promotion opportunities or job tenure; the alteration of hours of work; the need for retraining or transfer of employees to other work or locations; and the restructuring of jobs. Provided that where this agreement makes provision for alteration of any of these matters, an alteration is deemed not to have significant effect.
c) ERLC must discuss with the employees affected and their representatives, if any, the introduction of the major changes, the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees and must give prompt consideration to matters raised by the employees and/or their representatives in relation to the changes:
i. the discussions must commence as early as practicable after XXXX contemplates the introduction of major changes.
ii. for the purposes of such discussion, ERLC must provide in writing to the employees concerned and their representatives, if any, all relevant information about the changes including the nature of the changes proposed, the expected effects of the changes on employees and any other matters likely to affect employees.
iii. ERLC is not required to disclose confidential information the disclosure of which would be contrary to XXXX’s interests.
17. Consultation about changes to rosters or hours of work
a) Where ERLC proposes to change an employee’s regular roster or ordinary hours of work, ERLC must consult with the employee or employees affected and their representatives, if any, about the proposed change. The Consultative Committee will also be notified of the proposed changes.
b) ERLC must:
i. provide to the employee or employees affected and their representatives, if any, information about the proposed change (for example, information about the nature of the change to the employee’s regular roster or ordinary hours of wo...
Consultation and Dispute Resolution. 8 Consultation term
(a) This term applies if the Employer:
(i) has made a definite decision to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the Employees; or
(ii) proposes to introduce a change to the regular roster or ordinary hours of work of Employees.
(b) For a major change referred to in paragraph (a):
(i) the Employer must notify the relevant Employees of the decision to introduce the major change; and
(ii) subclauses (c) to (i) apply.
(c) The relevant Employees may appoint a representative for the purposes of the procedures in this term.
(d) If:
(i) a relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and
(ii) the Employee or Employees advise the Employer of the identity of the representative; the Employer must recognise the representative.
(e) As soon as practicable after making its decision, the Employer must:
(i) discuss with the relevant Employees:
(A) the introduction of the change; and
(B) the effect the change is likely to have on the Employees; and
(C) measures the Employer is taking to avert or mitigate the adverse effect of the change on the employees; and
(ii) for the purposes of the discussion—provide, in writing, to the relevant Employees:
(A) all relevant information about the change including the nature of the change proposed; and
(B) information about the expected effects of the change on the Employees; and
(C) any other matters likely to affect the Employees.
(f) However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees.
(g) The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employees.
(h) If a term in this agreement provides for a major change to production, program, organisation, structure or technology in relation to the enterprise of the Employer, the requirements set out in paragraph (b)(i) and subclauses (c) and (e) are taken not to apply.
(i) In this term, a major change is likely to have a significant effect on Employees if it results in:
(i) the termination of the employment of Employees; or
(ii) major change to the composition, operation or size of the Employer’s workforce or to the skills required of Employees; or
(iii) the elimination or diminution of job opportunities (including opportunities for promotion or tenure)...
