Disputes Resolution Process. 2.6.1 The parties acknowledge that they must genuinely attempt to resolve any dispute at the workplace level.
Disputes Resolution Process. 6.1 If any dispute arises between the parties under this Agreement that is regarded by either party as material and is unable to be resolved informally, the dispute resolution process described in this section shall apply.
Disputes Resolution Process. Disputes at the local level which arise regarding the or application of this agreement will be processed as follows.
Disputes Resolution Process. If employment problems do arise, employers and employees should try to resolve the problems themselves. This will save time and help preserve the working relationship. Be clear about and check the facts - clarify what the problem is and make sure there really is a problem and that you have not assumed or misunderstood something. Talk to each other - employers and employees should try to resolve the problem by discussing it with each other as both parties have a responsibility to do so. Union members can ask their union and employers can ask their representative to approach the other party for them. Clarify whether you still have a problem and if so what it is - discuss the problem with advisers and find out what your employment agreement says and/or what the law is. What are the next steps - if the problem is not resolved by discussion, either party may: • contact Employment Relations Infoline for information or a referral to mediation. • participate in mediation provided by the Employment Relations Service or by agreement with your own mediator. • choose to have the mediator provided decide the matter for you, and that decision will be binding on the parties. • take the problem to the Employment Relations Authority for a decision. If not satisfied with the decision of the Authority go to the Employment Court for a judicial hearing. In any workplace problem, employers and employees have the right to be represented by any person or organization they choose, such as a union or employers association. Taking things further - Dismissal or unfair treatment - Personal Grievances: The Employment Relations Act gives all employees the right to pursue a personal grievance if they think they hive been: • unjustifiably dismissed • disadvantaged by an unjustifiable action by their employer. • discriminated against on the basis of their colour, race, ethnic or national origins, sex, marital or family status, age, disability, religious or ethical belief, political opinion, employment status, sexual orientation, or involvement in union activities. • sexually or racially harassed at work. • subject to duress because of their membership or non-membership of a union. In accordance with the Employment Relations Act 2000, a new employee may be subject to a trial period of up to 90 days. An employee whose employment is terminated in accordance with the trial period may not bring a personal grievance or legal proceedings in respect of the dismissal. The trial period does not prev...
Disputes Resolution Process. Disputes unresolved at the local level between an employer and a union which arise regarding the interpretation or application of a local that was negotiated in response to a health services integration under this framework will be submitted to arbitration within thirty (30) days of the initial event giving rise to the dispute. The following process will be utilized:
Disputes Resolution Process. 21.2.1 In the event of a dispute in relation to a matter arising under this agreement, 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 manager and, if such discussions do not resolve the dispute, by discussions between the employee or employees concerned and more senior levels of management as appropriate.
Disputes Resolution Process
