Common use of DISPUTES AND GRIEVANCES Clause in Contracts

DISPUTES AND GRIEVANCES. For the purpose of resolving issues as close as possible to those involved in the work place and providing feedback to the Employee/s within a sensible and practical timeframe, Just Better Care will ensure that grievance handling is: • Confidential - Only the people involved in making or investigating a complaint will have access to information about it. • Impartial - All people involved will have the opportunity to have their say. No assumptions will be made and no action taken until all relevant information has been collected and considered. • Free of repercussions - No action will be taken against anyone for making or helping someone to submit a genuine grievance. Management will take all necessary steps to ensure that no victimisation occurs against anyone who makes a grievance. • Timely - All grievances will be dealt with as quickly as possible. In relation to the Grievance and Dispute Procedure, although it is always best to attempt to resolve a grievance with the people immediately involved. The Employer recognises there are some situations where it may be difficult to take a complaint to a Supervisor (for example, if the complaint is of a sexual nature and the Supervisor is of the other sex, or if the complaint is about or directly involves the Supervisor). If that is the case, the complaint should be taken to the next level of management. For the purpose of providing fairness, where a grievance is about another Employee, he or she should be informed about who has the grievance. This will normally be the case when there are serious concerns about the outcome of this action.

DISPUTES AND GRIEVANCES. For the purpose of resolving issues as close as possible to those involved in the work place and providing feedback to the Employee/s within a sensible and practical timeframe, Just Better Care ACAAS Home Support will ensure that grievance handling is: • Confidential - Only the people involved in making or investigating a complaint will have access to information about it. • Impartial - All people involved will have the opportunity to have their say. No assumptions will be made and no action taken until all relevant information has been collected and considered. • Free of repercussions - No action will be taken against anyone for making or helping someone to submit a genuine grievance. Management will take all necessary steps to ensure that no victimisation occurs against anyone who makes a grievance. • Timely - All grievances will be dealt with as quickly as possible. In relation to the Grievance and Dispute Procedure, although it is always best to attempt to resolve a grievance with the people immediately involved. The Employer recognises there are some situations where it may be difficult to take a complaint to a Supervisor (for example, if the complaint is of a sexual nature and the Supervisor is of the other sex, or if the complaint is about or directly involves the Supervisor). If that is the case, the complaint should be taken to the next level of management. For the purpose of providing fairness, where a grievance is about another Employee, he or she should be informed about who has the grievance. This will normally be the case when there are serious concerns about the outcome of this action.

DISPUTES AND GRIEVANCES. For the purpose of resolving issues as close as possible to those involved in the work place and providing feedback to the Employee/s within a sensible and practical timeframe, Just Better Care Northern Suburbs will ensure that grievance handling is: • Confidential - Only the people involved in making or investigating a complaint will have access to information about it. • Impartial - All people involved will have the opportunity to have their say. No assumptions will be made and no action taken until all relevant information has been collected and considered. • Free of repercussions - No action will be taken against anyone for making or helping someone to submit a genuine grievance. Management will take all necessary steps to ensure that no victimisation occurs against anyone who makes a grievance. • Timely - All grievances will be dealt with as quickly as possible. In relation to the Grievance and Dispute Procedure, although it is always best to attempt to resolve a grievance with the people immediately involved. The Employer recognises there are some situations where it may be difficult to take a complaint to a Supervisor (for example, if the complaint is of a sexual nature and the Supervisor is of the other sex, or if the complaint is about or directly involves the Supervisor). If that is the case, the complaint should be taken to the next level of management. For the purpose of providing fairness, where a grievance is about another Employee, he or she should be informed about who has the grievance. This will normally be the case when there are serious concerns about the outcome of this action.

DISPUTES AND GRIEVANCES. For the purpose of resolving issues as close as possible to those involved in the work place and providing feedback to the Employee/s within a sensible and practical timeframe, Just Better Care Hills District will ensure that grievance handling is: • Confidential - Only the people involved in making or investigating a complaint will have access to information about it. • Impartial - All people involved will have the opportunity to have their say. No assumptions will be made and no action taken until all relevant information has been collected and considered. • Free of repercussions - No action will be taken against anyone for making or helping someone to submit a genuine grievance. Management will take all necessary steps to ensure that no victimisation occurs against anyone who makes a grievance. • Timely - All grievances will be dealt with as quickly as possible. In relation to the Grievance and Dispute Procedure, although it is always best to attempt to resolve a grievance with the people immediately involved. The Employer recognises there are some situations where it may be difficult to take a complaint to a Supervisor (for example, if the complaint is of a sexual nature and the Supervisor is of the other sex, or if the complaint is about or directly involves the Supervisor). If that is the case, the complaint should be taken to the next level of management. For the purpose of providing fairness, where a grievance is about another Employee, he or she should be informed about who has the grievance. This will normally be the case when there are serious concerns about the outcome of this action.

DISPUTES AND GRIEVANCES. For the purpose of resolving issues as close as possible to those involved in the work place and providing feedback to the Employee/s within a sensible and practical timeframe, Just Better Care will ensure that grievance handling is: • Confidential - Only the people involved in making or investigating a complaint will have access to information about it. • Impartial - All people involved will have the opportunity to have their say. No assumptions will be made and no action taken until all relevant information has been collected and considered. • Free of repercussions - No action will be taken against anyone for making or helping someone to submit a genuine grievance. Management will take all necessary steps to ensure that no victimisation occurs against anyone who makes a grievance. • Timely - All grievances will be dealt with as quickly as possible. In relation to the Grievance and Dispute Procedure, although it is always best to attempt to resolve a grievance with the people immediately involved. The Employer recognises there are some situations where it may be difficult to take a complaint to a Supervisor (for example, if the complaint is of a sexual nature and the Supervisor is of the other sex, or if the complaint is about or directly involves the Supervisor). If that is the case, the complaint should be taken to the next level of management. For the purpose of providing fairness, where a grievance is about another Employee, he or she should be informed about who has the grievance. This will normally be the case when there are serious concerns about the outcome of this action.