Disputes Resolution Process. 2.6.1 The parties acknowledge that they must genuinely attempt to resolve any dispute at the workplace level. 2.6.2 The matters to be dealt with in this process will include any grievance or dispute between the parties. 2.6.3 The process in the event of a grievance or dispute are: (a) If an employee has a grievance concerning their employment, they should initially discuss it in person with their immediate supervisor to seek a resolution; (b) If the grievance cannot be satisfactorily resolved by their immediate supervisor the employee, and if requested, their representative and/or supervisor may present the grievance in person or in writing to the appropriate manager who will arrange to discuss the grievance with the employee and/or supervisor concerned; (c) If a matter in dispute cannot be resolved at the workplace level, a party to the dispute may elect to use an alternative dispute resolution process in an attempt to resolve the matter; (d) The alternative dispute resolution process is to be conducted by a dispute resolution provider (DRP) agreed between the parties in dispute. 2.6.4 Where the parties cannot agree on a DRP: (a) A party to the dispute may notify the Australian Industrial Registrar; (b) If the parties cannot agree on who is to conduct the alternative dispute resolution process within the 14 day period provided by the Australian Industrial Registrar, a party to the dispute may apply to the AIRC to have the alternative dispute resolution process conducted by the AIRC; (c) If an alternative dispute resolution process is used to resolve a dispute, the parties to the dispute must genuinely attempt to resolve the dispute using that process. 2.6.5 An employee who is a party to a dispute must, while the dispute is being resolved: (a) Continue to work in accordance with their contract of employment, unless the employee has a reasonable concern about an imminent risk to their health or safety; and (b) Comply with any reasonable direction given by the employer to perform other available work, either at the same workplace or at another workplace. 2.6.6 In directing an employee to perform other available work, an employer must have regard to: (a) The provisions of the Workplace Health and Safety Act 1995 (Qld) as varied or amended from time to time; and (b) Whether that work is appropriate for the employee to perform.

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. • 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. • 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 prevent an employee from bringing a personal grievance on any of the following grounds: • that the employee's employment, or 1 or more conditions of the employee's employment (including any condition that survives termination of the employment), is or are or was (during employment that has since been terminated) affected to the employee's disadvantage by some unjustifiable action by the employer; or that the employee has been discriminated against in the • employee's employment; or • that the employee has been sexually harassed in the employee's employment; or • that the employee has been racially harassed in the employee's employment; or • that the employee has been subject to duress in the employee's employment in relation to membership or non-membership of a union or employees organisation; or • that the employee's employer has failed to comply with a requirement of Part 6A of the Emp...

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, 6.2 Except as set out in this clause, this dispute resolution process shall not limit the ability of the Minister, the Ministry, or PHARMAC to carry out their statutory functions, duties, and powers at any time. Notification of Dispute 6.3 PHARMAC's Chair, the Director-General of Health or their respective delegates may provide written notice of a dispute under this Agreement to the other. In the event that one party gives written notice under this clause, the parties will first endeavour to settle the concerns by discussion between nominated representatives. 6.4 The parties agree to undertake these discussions in good faith and with a view to reaching settlement within 20 working days and without the necessity to escalate the matter. Referral to the Minister 6.5 In the event that PHARMAC's Chair, the Director-General of Health or their respective delegates are unable to resolve the dispute within 20 working days (or such longer period as may be agreed by both parties) the parties shall in good faith: 6.5.1 ensure the uninterrupted provision of the Services at Schedule B 2019/20 Output Agreement - PHARMAC 10 6.5.2 ensure the continuation of payments according to Schedule C 6.5.3 prepare an agreed summary (or failing agreement, prepare separate written summaries) of the basis of the dispute and the issues involved, together with their reasons for not reaching an agreement 6.5.4 submit the summary or summaries to the Minister as soon as practicable. 6.6 The Director-General of Health and PHARMAC's Chair or their respective delegates will meet with the Minister as soon as practicable after the summary or the summaries are submitted, with a view to achieving a resolution of the dispute. 6.7 In the event that resolution is not reached, the dispute or difference will be resolved by a decision of the Minister. The Minister's decision shall be final and binding.

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. 21.2.2 Once a dispute has been initiated the parties shall, unless otherwise agreed, meet and confer within seven (7) days at the local workplace level in an attempt to resolve the dispute. 21.2.3 If a dispute in relation to a matter arising under the agreement is unable to be resolved at the workplace, and all agreed steps for resolving it have been taken, the dispute may be referred to the Australian Industrial Relations Commission (the Commission) for resolution by mediation and/or conciliation and, where the matter in dispute remains unresolved, arbitration. If arbitration is necessary the Commission may exercise the procedural powers in relation to hearings, witnesses, evidence and submissions which are necessary to make the arbitration effective. 21.2.4 It is a term of this agreement that while the dispute resolution procedure is being conducted work shall continue normally unless an employee has a reasonable concern about an imminent risk to his or her health or safety.

Disputes Resolution Process. Any dispute arising in connection with this Contract must be submitted to the non-disputing party by written notice within 10 business days of the dispute arising and specifying the grounds upon which the dispute has arisen. Upon receipt of notification of dispute, the notice recipient must respond in writing to the notifying party within 5 business days addressing the matters raised in the dispute notice. Both parties must use their best endeavors to resolve any dispute within 10 business days of receipt of the dispute notice (if the dispute has not been resolved by virtue of the response). Notwithstanding any other provision of this Contract, if a dispute is not resolved by the expiry of this period, the parties must agree to submit to arbitration of the dispute.

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