DISPUTES AND PERSONAL GRIEVANCES. Employment Relationship Problems 9.2 Resolving an Employment Relationship Problem 9.3 Personal Grievances
DISPUTES AND PERSONAL GRIEVANCES. ACC is mindful that work-related problems can result in dissatisfaction in an employee's relationship with ACC. An employment relationship problem includes a personal grievance, dispute or other problem arising to, or arising out of, an employment relationship. Good communication between an employee and their manager will, in the majority of cases, quickly resolve any problems, grievances or misunderstandings. However, if no solution is identified, then both the employee and ACC must follow the problem resolution process set out in this clause . An employee has the right to be represented by APEX or any other person of their choosing at any time during the problem resolution process. If the situation is not resolved through discussion between an employee and their manager, the employee can escalate the problem to their managers' manager. If the situation remains unresolved then, either party can contact the Ministry of Business, Innovation and Employment (MBIE). MBIE can provide helpful information and/or offer the parties to mediation assistance in solving their problem if both agreed to attend. If mediation does not resolve the problem, either party can refer the problem to the Employment Relations Authority for investigation. If either party is not happy with the Employment Relations Authority's determination, they can refer the problem to the Employment Court. In limited cases, there is a right to appeal a decision to the Court of Appeal and to the Supreme Court.
DISPUTES AND PERSONAL GRIEVANCES. Refer to The Fourth Schedule 33.0 CONFIDENTIALITY The Employee or Employer shall not divulge or communicate any confidential information of the Employer or connections of the Employer, or of persons in the Employer’s care, except to such person or agencies lawfully entitled to receive such information.
DISPUTES AND PERSONAL GRIEVANCES. This clause sets out how employment relationship problems are to be resolved.
DISPUTES AND PERSONAL GRIEVANCES. 13.2.1 Whilst acknowledging the processes and procedures encompassed within the Employment Relations Act 2000, the Whare Wānanga, its management and staff recognise the pre-eminence of world views encapsulated within tikanga Māori.
13.2.2 Therefore in seeking to address issues relating to discipline, dismissal and grievance, the Whare Wānanga, its management and staff will acknowledge in the first instance their collective responsibility in endeavouring to achieve resolution in accordance with tikanga Māori.
13.2.3 The parties may mutually agree to bypass this process. In such cases, or where agreement is unable to be reached, the procedure outlined below, shall apply.
(a) The Employment Relations Act 2000 requires that all collective agreements contain a plain-language explanation of the services and processes available to resolve any employment relationship problems. The Whare Wānanga and TIASA, have agreed on the following procedure and wish to draw it to the attention of all existing staff.
(b) Employment relationship problems include:
(i) A personal grievance (a claim of unjustifiable dismissal, unjustifiable disadvantage, discrimination, sexual or racial harassment, or duress in relation to membership or non- membership of a union or employee organisation).
(ii) A dispute (about the interpretation, application or operation of an employment agreement).
(iii) Any other problem relating to or arising out of your employment relationship with the Whare Wānanga except matters relating to the fixing of new terms and conditions of employment.
(c) You have the right to seek the support and assistance of XXXXX or to seek information from the Department of Labour Mediation Service at any time.
(d) If you believe there is a problem with your employment relationship with the Xxxxx Xxxxxxx, you should tell your manager, either personally or through TIASA as soon as possible:
(i) that there is a problem; and
(ii) the nature of the problem; and
(iii) what you want done about the problem.
(e) If for any reason you feel unable to raise the matter with your immediate manager, other suggested contacts are: Human Resource Manager; or Chief Executive Officer.
(f) In the case of a personal grievance, you must raise the matter with the employer with 90 days of the grievance occurring or coming to your notice, whichever is the later. A written submission is preferable but not necessary.
(g) The employer will try to resolve the matter through discussion with you and/or TIASA....
DISPUTES AND PERSONAL GRIEVANCES. Xx Xxx o Xx Xxxx Pounamu Specialist and Support Staff Collective Agreement Effective from 17 December 2019 to 16 December 2021 We are making improvements to our Download to Print functionality, so if you want a printed copy of this agreement please download the PDF version of the Xx Xxx o Xx Xxxx Pounamu Specialist and Support Staff Collective Agreement.
DISPUTES AND PERSONAL GRIEVANCES. 14.1 “Plain Language” explanation of services available for the resolution of Employment Relationship problems 46 14.2 Disciplinary Procedures for Employees 47
DISPUTES AND PERSONAL GRIEVANCES. Refer to the Ara Policies and ERA for the handling of complaints.
DISPUTES AND PERSONAL GRIEVANCES. 10.1 Any dispute regarding the interpretation, application or operation of this Agreement or any personal grievance (as defined in section 27 of the Employment Contracts Act 1991) shall be resolved in accordance with this clause.
10.2 Any personal grievance must be submitted to J.R. Courtenay within the period of ninety days, beginning with the date on which the action alleged to amount to a personal grievance has occurred or has come to the notice of the Executive, whichever is the later. If the personal grievance is not submitted within this period J.R. Courtenay is not obliged to consider the Executive’s grievance.
10.3 Any dispute or personal grievance shall e submitted to the arbitration of such person as J.R. Courtenay and the Executive agree, or failing agreement, to a person appointed by the President of the Auckland District Law Society. Subject to the provisions of Parts III (excluding the provisions of Schedule 1) and IV (excluding the provisions of Schedule 2) of the Employment Contracts Act 1991 as amended from time to time any such arbitration shall be conducted in accordance with the Arbitration Xxx 0000 as amended or replaced from time to time. Neither the Employment Tribunal nor the Employment Court ahs any jurisdiction to determine the dispute or personal grievance or to review the decision of the arbitrator.
10.4 The parties agree that any dispute or personal grievance shall be dealt with confidentially.
DISPUTES AND PERSONAL GRIEVANCES. 18.1 In accordance with the Employment Relations Act 2000, the plain language explanation of the procedure to follow and services available in the event of a personal grievance or a dispute about the interpretation, application or operation of this Agreement are in Schedule Two.
