Dispute & Grievance Resolution i) For the purposes of this clause, a “party” means Publicis Loyalty or an employee or a group of employees covered by this agreement who are involved in a dispute arising under this agreement.
Dispute & Grievance Resolution. It is the intention of this procedure to resolve grievances promptly and where possible at the local level. Any grievance or conflict over the application of the agreement is to be resolved without disruption to work, except where a bona fide safety issue is involved. The process for resolving grievances is as follows:
Dispute & Grievance Resolution relating to Final Warning or Notice to Show Cause In the event of a dispute / grievance in relation to the issuing of a Final Warning or a Notice to Show Cause why Employment should not be Terminated, the following steps will generally be followed: 8.6.1 In the first instance, the parties will attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor, with union delegate or union official as appropriate. 8.6.2 If such discussions do not resolve the dispute, the parties will endeavour to resolve the dispute through discussions between more senior levels of management, up to and including the CEO and senior union officials. 8.6.3 Where the dispute is in relation to Council not following correct process prior to issuing the Final Warning or Notice to Show Cause the concern is to be placed in writing and a discussion will be held with the Union Branch Secretary and CEO to seek to resolve the matter. 8.6.4 If the matter is still unresolved and the dispute relates to a breach of process then the matter may be referred to the Fair Work Commission. The parties may agree on the process to be utilised by Fair Work Commission including mediation, conciliation and or arbitration. 8.6.5 Where the matter in dispute remains unresolved, Fair Work Commission may exercise any method of dispute resolution permitted by the Fair Work Act that it considers appropriate to ensure the settlement of the dispute. 8.6.6 An employer or employee may appoint another person, organisation or association to accompany and/or represent them for the purposes of this clause. 8.6.7: While the dispute resolution procedure is being conducted, the existing situation, terms and conditions of work and work practices (relating to the matter/s being disputed) immediately prior to the grievance or the dispute occurring will not be altered. All other work and agreed changes must continue in accordance with this Agreement and the Fair Work Act. Subject to applicable occupational health and safety legislation, an employee must not unreasonably fail to comply with a direction by the employer to perform work, whether at the same or another workplace, that is safe and appropriate for the employee to perform.
Dispute & Grievance Resolution. In the event of a dispute / grievance in relation to a matter arising under this agreement, which may include a recruitment and selection decision, or in relation to the National Employment Standards, the following steps will generally be followed: 8.5.1 In the first instance, the parties will attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor, with a union delegate or union official as appropriate. 8.5.2 If a grievance is reported to a supervisor, the matter is to be acknowledged within a 48- hour period and a time frame provided to the employee with the course of action to be followed to address the grievance. 8.5.3 If such discussions do not resolve the dispute, the parties will endeavour to resolve the dispute through discussions between more senior levels of management, up to and including the CEO and senior union officials. 8.5.4 If a dispute about a matter under this Agreement is unable to be resolved at the workplace, and all appropriate steps above have been taken, a party to the dispute may refer the dispute to Fair Work Australia. The parties may agree on the process to be utilised by Fair Work Australia including mediation, conciliation and consent arbitration. 8.5.5 Where the matter in dispute remains unresolved, Fair Work Australia may exercise any method of dispute resolution permitted by the Fair Work Act that it considers appropriate to ensure the settlement of the dispute. 8.5.6 An employer or employee may appoint another person, organisation or association to accompany and/or represent them for the purposes of this clause. 8.5.7 While the dispute resolution procedure is being conducted, the existing situation, terms and conditions of work and work practices (relating to the matter/s being disputed) immediately prior to the grievance or the dispute occurring will not be altered. All other work and agreed changes must continue in accordance with this Agreement and the Fair Work Act. Subject to applicable occupational health and safety legislation, an employee must not unreasonably fail to comply with a direction by the employer to perform work, whether at the same or another workplace, that is safe and appropriate for the employee to perform.
Dispute & Grievance Resolution
