DISPUTE AND GRIEVANCE SETTLING PROCEDURE. Any dispute or claim (whether any such dispute or claim arises out of the operation of this Agreement or not) as to the wages or conditions of employment of any of the employees covered by this Agreement shall be settled in the following manner:
1.10.1 The employee(s) concerned will first meet and confer with their immediate supervisor. The employee(s) may appoint another person to act on their behalf.
1.10.2 If the matter is not resolved at such a meeting the parties will arrange further discussions involving more senior management as appropriate. The employee may invite another person of their choice in the discussions. The employer may also invite into the discussions an officer of the employer organisation to which the employer belongs.
1.10.3 If the matter remains unresolved, the employer or employee may refer it to a more senior level of management or to a more senior national officer within the employer organisation.
1.10.4 In the event of the matter remaining unresolved, either party may refer the matter for conciliation and, if necessary arbitration. The decision of the conciliation and or arbitration shall be final subject to any right of appeal and shall be accepted by the parties.
1.10.5 Whilst the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue.
1.10.6 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed.
1.10.7 The parties must co-operate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
DISPUTE AND GRIEVANCE SETTLING PROCEDURE. 3.2.1 The parties agree that it is in the interest of all parties to resolve disputes and grievances in the most timely and efficient manner possible. It is therefore agreed that in the first instance, employees will refer matters directly to their immediate Supervisor (which in some cases will be a Shift Leader) in the manner prescribed in this clause. If the matter is not resolved to their satisfaction at this stage, they will refer the matter to the next level of supervision or management as appropriate. Supervisors will make every attempt to resolve the matter within three working days where practicable.
3.2.2 If the matter remains unresolved at this stage, the parties may seek assistance in resolving the matter from a representative of their choice. As referred in clause 3.2.7 below.
3.2.3 The matters to be dealt with under this procedure include all grievances or disputes between an employee and the employer in respect to any employment matter. The procedure applies to a single employee or to any number of employees.
3.2.4 Any employee with a dispute or grievance must complete a 'Notification of Dispute or Grievance' form clearly outlining -
(a) The nature of the problem;
(b) Any action the employee has taken to remedy the problem; and
(c) The remedy the employee is seeking.
3.2.5 The completed form must then be submitted as soon as possible to the employee's immediate supervisor. The supervisor will discuss the problem with the employee to ensure they both clearly understand the nature of the problem and the process which will be followed in attempting to resolve the matter.
3.2.6 A reasonable timeframe will be permitted for the supervisor to investigate the matter and respond to the employee. If the matter cannot be resolved, it will be referred to the next appropriate level of management. Xxxxxx and Xxxxxxx Nth Qld Pty Ltd Certified Agreement No 1- 2006 8
3.2.7 In the event that the matter is not resolved once this procedure has been exhausted, either party may refer the matter to the relevant authority for resolution.
3.2.8 While this procedure is being followed, normal work will continue and the status quo existing before the emergence of the grievance or dispute is to continue whilst this procedure is being followed.
3.2.9 In the case of an imminent potential safety issue, a representative of the employee shall approach the management or the designated representative of the company on the site with a purpose to discuss and resolve any issue. Th...
DISPUTE AND GRIEVANCE SETTLING PROCEDURE. 10.1 If a dispute relates to
(i) a matter arising under the agreement; or
(ii) The National Employment Standards; This term sets out procedures to settle the dispute.
10.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this term.
10.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the employee or employees and relevant supervisors and/or management.
10.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to Fair Work Commission.
10.5 The Fair Work Commission may deal with the dispute in 2 stages:
(i) the Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and
(ii) if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then:
a. arbitrate the dispute; and
b. make a determination that is binding on the parties.
10.6 A decision that Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Div 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision
10.7 While the parties are trying to resolve the dispute using the procedures in this term:
(i) an employee must continue to perform his or her work as he or she would normally unless he or she has a reasonable concern about an imminent risk to his or her health or safety; and
(ii) an employee must comply with a direction given by the employer to perform other available work at the same workplace, or at another workplace, unless:
a. the work is not safe; or
b. applicable occupational health and safety legislation would not permit the work to be performed; or
c. the work is not appropriate for the employee to perform; or
d. there are other reasonable grounds for the employee to refuse to comply with the direction.
10.8 The parties to the dispute agree to be bound by a decision made by Fair Work Commission in accordance with this term.
DISPUTE AND GRIEVANCE SETTLING PROCEDURE. 12.2.1 The objective of this procedure is to avoid and settle disputes and personal grievances by direct consultation and discussion.
12.2.2 As a consequence the earliest possible advice should be given by one
(1) party to the other of any issue or problem which may give rise to a grievance or dispute.
12.2.3 The following procedure shall be followed, in resolving matters:
12.2.3.1 To resolve matters in dispute discussions will take place at the earliest opportunity, to the extent that is necessary, in the following sequence:
(a) The employee/s concerned and the immediate supervisor/s. The immediate supervisor will act promptly and co-operatively.
(b) The employee/s, and at his/her request their representative, and their one up manager and a representative of the HR department.
(c) The employee/s, the representative if requested, and senior manager nominated by the CEO and the General Manager Human Resources.
12.2.3.2 During this process the matter in dispute may be referred to an agreed independent person.
12.2.4 Throughout each of the above stages of the procedures, all relevant facts shall be clearly identified and recorded and reasonable time limits allowed for the completion of the various stages of discussion. At least seven days should be allowed for all stages of the discussions to be finalised.
12.2.5 The parties are committed to achieving their own negotiated settlement however if the negotiation process is exhausted without the dispute being resolved, the parties may refer the matter to the Australian Industrial Relations Commission (AIRC) for mediation and/or conciliation. In the event that conciliation is exhausted and is not successful, a request may be made to the Australian Industrial Relations Commission (the Commission) to arbitrate the matter.
12.2.6 While the dispute resolution procedure is being conducted work shall continue and the parties will maintain the situation and arrangements that existed prior to issue which caused the dispute, unless the employee has a reasonable concern about an imminent risk to his or her health or safety, in which case Patties Foods may direct the employee to perform other work.
12.2.7 This procedure is not intended to apply to Personal Grievances that relate to EEO, Bullying or Harassment based matters, which are to be handled in accordance with Patties Foods' policies covering these matters.
DISPUTE AND GRIEVANCE SETTLING PROCEDURE. Dispute and Grievance Settling Procedure… 2.1 Commitment of the parties… 2.2 Renewal of agreement… 2.3 Confidentially… 2.4 Intellectual Property 2.5 Sick leave… 2.6 Annual leave… 2.7 Public holidays… 2.8 Long Service Leave… 2.9
DISPUTE AND GRIEVANCE SETTLING PROCEDURE. 2.1.1 The matters to be dealt with under this procedure include all grievances or disputes between an employee and the employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. The procedure applies to a single employee or to any number of employees.
2.1.2 In the event of an employee having a grievance or dispute, the employee will in the first instance attempt to resolve the matter with the immediate supervisor, who will respond to the request as soon as reasonably practicable under the circumstances. Where an employee is being interviewed by the Company, an employee representative will be offered to attend the meeting.
2.1.3 If the grievance or dispute is not resolved, the employee or the employee’s representative may refer the matter to the next higher level of management for discussion. This discussion should, if possible, take place within 24 hours after the request by the employee or the employee’s representative.
2.1.4 If the grievance or dispute is still unresolved after discussions the matter will be reported to relevant Senior Management of the employer or the employer’s nominated Industrial Representative.
2.1.5 An employee may report the grievance or dispute to Senior Management or the nominated Industrial Representative. This should occur as soon as it is evident that discussions will not result in resolution of the dispute.
2.1.6 If, after discussions between the parties or their nominees mentioned, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement, then notification of the existence of the dispute is to be given pursuant to the workplace relations Act 1996.
2.1.7 Whilst the above procedure is being followed, normal work will continue and the status quo will remain except in the case of a genuine safety or a serious security issue.
DISPUTE AND GRIEVANCE SETTLING PROCEDURE. Union Recognition
DISPUTE AND GRIEVANCE SETTLING PROCEDURE. This procedure for settling grievances and avoiding disputes is based on consultation, co-operation and discussion with the objective of minimising disruption to working relationships and the performance of work. Step1 - In the event an employee has a grievance, the employee in the first instance shall attempt to resolve the matter with the site co-ordinator.
DISPUTE AND GRIEVANCE SETTLING PROCEDURE. The aim of this procedure is to ensure that during the life of this Agreement, industrial grievances and disputes are prevented or resolved as quickly as possible at the level they occur in the workplace. When a dispute or grievance arises, the following steps shall be followed:
DISPUTE AND GRIEVANCE SETTLING PROCEDURE. 10.1 This process seeks to prevent and resolve disputes closest to the source of the problem as soon as possible, in a manner that is fair and acceptable, in terms of outcomes, for all parties.
10.2 An employee who has any work related problem that he/she is unable to satisfactorily resolve must:
(i) Attempt to resolve the issue firstly themselves.
(ii) Discuss the problem with his/her immediate team leader/supervisor.
(iii) The team leader/supervisor will investigate and respond to the problem within three working days. If there is some exceptional reason why the problem cannot be discussed with the team leader/supervisor the employee may proceed to have the problem dealt with under sub-clause (iv).
(iv) If the problem cannot be satisfactorily resolved the matter will be referred by either party to the Departmental Manager.
(v) If the problem cannot be satisfactorily resolved it will be referred by either party to the State Manager.
(vi) If the problem is still not satisfactorily resolved it may then be referred to either the Australian Industrial Relations Commission or an agreed private arbitrator for conciliation.
(vii) If the matter cannot be resolved satisfactorily during conciliation it may then be referred to either the Australian Industrial Relations Commission (AIRC)or an agreed private arbitrator for arbitration subject to the following:
(a) If the AIRC has conciliated the matter then arbitration must be conducted by a private arbitrator;
(b) If a private arbitrator has conciliated the matter then arbitration must be conducted by the AIRC;
(c) In dealing with the matter through conciliation or arbitration, the AIRC may: • Determine matters of procedure as if section 110 of the Act applied to the proceedings; and • Exercise the powers set out in section 111 of the Act, to the extent relevant, as if section 111 applied to the proceedings.
(viii) While the dispute/grievance is being processed work shall continue in accordance with the status quo that existed prior to the commencement of the dispute/grievance.
(ix) At all stages of this process team leaders/supervisors or managers will endeavour to treat the grievance as a matter of priority.
(x) Nothing contained in this procedure shall prevent an officer of the Employee Organisation of which an employee is a member or the Departmental Manager from becoming involved in the resolution of this dispute at any stage if the employee elects to have that person act as their representative in the matter.
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