Common use of DISPUTE AND GRIEVANCE PROCEDURE Clause in Contracts

DISPUTE AND GRIEVANCE PROCEDURE. 33.1 A grievance between an Employee and the Company about matters contained in or arising from this Agreement should be discussed in the first instance between the employee and the employee's line manager. In the event the matter is not resolved the employee’s line manager will refer the matter to the relevant Petrol Specialist. 33.2 If the matter is still not resolved the employee may then raise the matter with the relevant Area Manager. At this stage the employee has the option of enlisting the support of a representative who may be a Union representative, if the employee so chooses.. 33.3 If the matter is not resolved the employee and/or their representative may then refer the matter to the National Operations Manager and the Petrol Human Resources Manager. 33.4 If the matter has still not been resolved either party may refer it to the Australian Industrial Relations Commission (AIRC) for conciliation. 33.5 If the matter is still not resolved the employee may raise the matter with the Petrol General Manager and Director of Human Resources. In instances where the employee elects to be represented by the Union, the State Secretary of the Union shall represent the employee in discussions with the Company’s General Manager and Director of Human Resources. 33.6 If after subclause 33.5, there is still no resolution and the Company’s Director of Human Resources and the employee agree or, in instances where the employee elects to be represented by the union, the Company’s Director of Human Resources and the State Secretary of the Union agree, the matter may proceed to arbitration by the AIRC. 33.7 If arbitration is necessary the AIRC may exercise the procedural powers in relation to hearings, witnesses, evidence and submissions in line with the Act which are necessary to make the arbitration effective. 33.8 The decision of the AIRC will bind the parties, subject to either party exercising a right of appeal against the decision. 33.9 It is a term of this Agreement that while the grievance resolution procedure is being conducted work shall continue as normal before the dispute arose unless an employee has a reasonable concern about an imminent risk to his or her health or safety.

DISPUTE AND GRIEVANCE PROCEDURE. 33.1 A grievance between an Employee and the Company about matters contained in or arising from this Agreement should be discussed in the first instance between the employee and the employee's line manager. In the event the matter is not resolved the employee’s line manager will refer the matter to the relevant Petrol Specialist. 33.2 If the matter is still not resolved the employee may then raise the matter with the relevant Area Manager. At this stage the employee has the option of enlisting the support of a representative who may be a Union representative, if the employee so chooses.. 33.3 If the matter is not resolved the employee and/or their representative may then refer the matter to the National Operations Manager and the Petrol Human Resources Manager. 33.4 If the matter has still not been resolved either party may refer it to the Australian Industrial Relations Commission (AIRC) for conciliation. 33.5 If the matter is still not resolved the employee may raise the matter with the Petrol General Manager and Director of Human Resources. In instances where the employee elects to be represented by the Union, the State National Secretary of the Union shall represent the employee in discussions with the Company’s General Manager and Director of Human Resources. 33.6 If after subclause 33.5, there is still no resolution and the Company’s Director of Human Resources and the employee agree or, in instances where the employee elects to be represented by the union, the Company’s Director of Human Resources and the State Secretary of the Union agree, the matter may proceed to arbitration by the AIRC.Human 33.7 If arbitration is necessary the AIRC may exercise the procedural powers in relation to hearings, witnesses, evidence and submissions in line with the Act which are necessary to make the arbitration effective. 33.8 The decision of the AIRC will bind the parties, subject to either party exercising a right of appeal against the decision. 33.9 It is a term of this Agreement that while the grievance resolution procedure is being conducted work shall continue as normal before the dispute arose unless an employee has a reasonable concern about an imminent risk to his or her health or safety.

DISPUTE AND GRIEVANCE PROCEDURE. 33.1 32.1 A grievance between an Employee and the Company about matters contained in or arising from this Agreement and the NES should be discussed in the first instance between the employee and the employee's ’s line manager. In the event the matter is not resolved resolved, the employee’s line manager will refer the matter to the relevant Petrol Specialist. 33.2 32.2 If the matter is still not resolved the employee may then raise the matter with the relevant Area Manager. At this stage any stage, the employee has the option of enlisting the support of a representative who may be a Union representative, if the employee so chooses... 33.3 32.3 If the matter is not resolved the employee and/or their representative may then refer the matter to the National Operations Manager and the Petrol Human Resources Manager. 33.4 32.4 If the matter has still not been resolved either party may refer it to the Australian Industrial Relations Commission (AIRC) FWA for conciliation. 33.5 32.5 If the matter is still not resolved the employee may raise the matter with the Petrol General Manager and Director of Human Resources. In instances where the employee elects to be represented by the Union, the State National Secretary of the Union shall represent the employee in discussions with the Company’s General Manager and Director of Human Resources. 33.6 32.6 If after subclause 33.532.5, there is still no resolution and the Company’s Director of Human Resources and the employee agree or, in instances where the employee elects to be represented by the unionUnion, the Company’s Director of Human Resources and the State National Secretary of the Union agree, the matter may proceed to arbitration by the AIRCFWA. 33.7 32.7 If arbitration is necessary the AIRC necessary, FWA may exercise the procedural powers in relation to hearings, witnesses, evidence and submissions in line with the Act Act, which are necessary to make the arbitration effective. 33.8 32.8 The decision of the AIRC FWA will bind the parties, subject to either party exercising a right of appeal against the decision. 33.9 32.9 It is a term of this Agreement that while the grievance resolution procedure is being conducted work shall continue as normal before the dispute arose unless an employee has a reasonable concern about an imminent risk to his or her health or safety. 32.10 From the date of this Agreement, the above procedure will also apply to disputes about the NES with the exception that it will not apply to a dispute about whether the Company has reasonable business grounds under subsection 65(5) of the Act.

DISPUTE AND GRIEVANCE PROCEDURE. 33.1 a. A grievance between an Employee and the Company Employer about matters contained in or arising from this Agreement agreement should be discussed in the first instance between the employee and the employee's line manager. In the event the matter is not resolved the employee’s line manager will refer the matter to the relevant Petrol Specialist. 33.2 b. If the matter is still not resolved the employee may then raise the matter with the relevant Area Senior Operations Manager and Human Resource Manager. At this stage the employee has the option of enlisting the support of a representative who may be a Union union representative, if the employee so chooses... 33.3 c. If the matter is not resolved the employee and/or their representative may then refer the matter to the National Operations relevant General Manager and the Petrol Divisional Human Resources Resource Manager. 33.4 d. If the matter has still not been resolved either party may refer it to the Australian Industrial Relations Commission (AIRC) for conciliation. 33.5 e. If the matter is still not resolved the employee may raise the matter with the Petrol relevant General Manager and Director of Human Resources. In instances where the employee elects to be represented by the Unionunion, the State National Secretary of the Union union shall represent the employee in discussions with the Company’s employer's relevant General Manager and Director of Human Resources. 33.6 f. If after subclause 33.528e, there is still no resolution and the Company’s employer's Director of Human Resources and the employee agree or, in instances where the employee elects to be represented by the union, the Company’s employer's Director of Human Resources and the State National Secretary of the Union union agree, the matter may proceed to arbitration by the AIRC. 33.7 g. If arbitration is necessary the AIRC may exercise the procedural powers in relation to hearings, witnesses, evidence and submissions in line with the Act which are necessary to make the arbitration effective. 33.8 h. The decision of the AIRC will bind the parties, subject to either party exercising a right of appeal against the decision. 33.9 i. It is a term of this Agreement agreement that while the grievance resolution procedure is being conducted work shall continue as normal before the dispute arose unless an employee has a reasonable concern about an imminent risk to his or her health or safety.