Discussion of grievance or dispute. (a) The dispute or grievance must first be discussed by the aggrieved Employee(s) with the immediate supervisor of the Employee(s).
(b) If the matter is not settled, the Employee(s) can require that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure.
Discussion of grievance or dispute. 7.6.1 The dispute or grievance must first be discussed by the aggrieved Employee(s) with the Employee(s) immediate supervisor.
7.6.2 If the matter is not settled, the Employee(s) can require that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure.
7.6.3 If the matter is not settled, a party to the dispute may apply to the Australian Industrial Relations Commission (AIRC) to have the dispute or grievance dealt with by conciliation.
Discussion of grievance or dispute. 22.4.1 The dispute or grievance must first be discussed by the aggrieved biomedical engineer(s) with the immediate supervisor of the biomedical engineer(s).
22.4.2 If the matter is not settled, the biomedical engineer(s) can require that the matter be discussed with another representative of the employer appointed for the purposes of this procedure.
Discussion of grievance or dispute. (a) First Stage - The dispute or grievance must first be discussed by the aggrieved employee(s) with the employee(s) immediate supervisor.
(b) Second Stage - If the matter is not settled, the employee(s) can request that the matter be discussed with another representative of the Employer appointed for the purposes of this procedure.
(c) Third Stage - If the matter is not settled, a party to the Agreement may apply to the FWC to have the dispute or grievance dealt with by conciliation.
Discussion of grievance or dispute. 12.9.1. A dispute or grievance about a matter arising under this Agreement or the NES will be dealt with in accordance with this clause.
12.9.2. The dispute or grievance must first be discussed by the aggrieved employee(s), and their representative if requested, with the employee(s) immediate Supervisor or Manager. The immediate Supervisor or Manager must make a genuine attempt to resolve the matter in a timely manner.
12.9.3. If the dispute or grievance remains unresolved the employee(s) may raise the matter with the General Managers or other such representative of Citywide appointed for the purposes of this procedure. The Executive, Operations, or nominated representative will discuss the matter with the employee(s), and their representative if requested. The Executive, Operations, or nominated representative must make a genuine attempt to resolve the matter in a timely manner.
12.9.4. If still not resolved after all genuine and good faith attempts to resolve the dispute or grievance the matter may be referred by either party to the Fair Work Commission for resolution by mediation or conciliation in accordance with the Fair Work Commission’s powers under the Act. If the dispute is not resolved by mediation or conciliation, either party to the dispute may request the FWC to arbitrate the dispute.
Discussion of grievance or dispute. 2.2.4(a) The dispute or grievance must first be discussed by the aggrieved employee(s) with the immediate manager of the employee(s).
2.2.4(b) If the matter is not settled, the employee(s) can require that the matter be discussed with another representative of Museums Victoria appointed for the purposes of this procedure.
Discussion of grievance or dispute. The dispute or grievance must first be discussed by the aggrieved Doctor(s) with the immediate supervisor of the Doctor(s).
Discussion of grievance or dispute. The dispute or grievance must first be discussed by the aggrieved employee(s) with the employee(s) immediate supervisor. If the matter is not settled, the employee(s) can require that the matter be discussed with another representative of CityWide appointed for the purposes of this procedure. If the matter is not settled, a party to the agreement may apply to the Australian Industrial Relations Commission (Commission) to have the dispute or grievance dealt with by conciliation.
Discussion of grievance or dispute. The dispute or grievance must first be discussed by the aggrieved employee(s) with the immediate supervisor of the employee(s). If the matter is not settled, the employee(s) can require that the matter be discussed with another representative of Melbourne Water appointed for the purposes of this procedure.
