Employment Relationship Problem Resolution. 8.8.1 The employment relationship problem resolution provisions in Appendix 3 of this Agreement are available to a principal who is aggrieved by any action of the Board taken under these provisions.
Employment Relationship Problem Resolution. What is an employment relationship problem? Resolving an employment relationship problem
Employment Relationship Problem Resolution. 8.8.1 The employment relationship problem resolution provisions in Appendix 3 of this Agreement are available to a principal who is aggrieved by any action of the Board taken under these provisions. Primary Principals' Collective Agreement Effective: 26 August 2019 to 25 August 2022 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 Primary Principals' Collective Agreement.
Employment Relationship Problem Resolution. 8.8.1 The employment relationship problem resolution provisions in Appendix 3 of this Agreement are available to a principal who is aggrieved by any action of the Board taken under these provisions. Primary Principals' (NZEI) Collective Agreement Effective: 3 July 2023 to 2 July 2025
9.1.1 In the situation of a school reorganisation process, the principals’ positions in all the closed or reorganised schools shall be disestablished and clauses 9.7 and/or 9.8 shall apply. The new position of principal in the reorganised school shall be advertised pursuant to Section 604 of the Education and Training Act 2020.
Employment Relationship Problem Resolution. 32.1 If any employment relationship issue or concerns arise, employees are encouraged to talk to their manager as soon as possible or, failing a satisfactory resolution or if appropriate, to Human Resources.
32.2 If required, the Mediation Service of the Ministry of Business, Innovation and Employment is able to assist the parties to resolve employment relationship issues.
32.3 Additional support is also available through the Employee Assistance Programme.
32.4 If Vodafone considers that an employment relationship problem exists Vodafone may request that an employee attends mediation in an attempt to resolve that problem (Mediation is a voluntary process).
32.5 If an employee believe they have personal grievance, they must raise the grievance with Vodafone within 90 days, beginning with the date of the alleged action given raised to the grievance, or coming to the employee’s notice, whichever is the later.
32.6 If an employee raise the grievance outside the 90 day period, and Vodafone does not consent to waive the time limit, the employee can apply to the Employment Relations Authority for leave to pursue the grievance on the grounds that the delay in the raising the grievance was caused by exceptional circumstances. 32.7 Details of these processes are outlined on the Vodafone intranet..
Employment Relationship Problem Resolution. Inland Revenue, the PSA and employees are committed to the resolution of employment relationship problems, including personal grievances and disputes, as close as possible to their point of origin. PSA members have the right to be represented by their union at any stage in the process of raising and seeking resolution of an employment relationship problem. When there is a problem, Inland Revenue and the employee will: • take reasonable steps to advise the other about the problem, and • first seek to resolve the matter in discussions between the employee and leader, and • normally follow any applicable internal procedures prior to seeking mediation assistance in accordance with the Employment Relations Act 2000. Where the problem is not able to be resolved by discussion and the use of internal procedures, Inland Revenue and/or the employee may seek the assistance of a mediator. The Mediation Service at MBIE will be the preferred provider for mediation assistance. The mediation service is confidential and aims to assist Inland Revenue and the employee in resolving the employment relationship problem. If agreement cannot be reached with the assistance of the mediation service, the employee may submit a personal grievance or dispute to the Employment Relations Authority for a decision. The decision of the Authority is final and binding unless it is appealed to the Employment Court. An employee is required to raise a personal grievance or dispute, or make reasonable steps to raise it, with Inland Revenue within the period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to their notice, whichever is the later. If the employee wishes to raise a personal grievance or dispute after more than 90 days after the alleged action they must have Inland Revenue’s agreement or apply to the Employment Relations Authority to do so. Personal Grievances are defined in Section 103 of the Employment Relations Act 2000.
Employment Relationship Problem Resolution. The Ministry is committed to the prompt resolution of disputes. When possible you should first raise any issue directly with your manager. You and your manager would then meet to discuss and try to resolve the issue informally. The People and Culture team may be asked by either your manager or yourself to assist in this process. If you or the Ministry are having difficulties in resolving the problem then either can contact xxxxxxxxxx.xxxx.xx, part of the Ministry of Business, Innovation and Employment (MBIE) who provide a free Mediation Service for assistance. Advice can be given via email, over the phone, or by a visit to the office – whichever is the most convenient. You also have the option of getting advice through your own sources. Members can refer to the Ministry of Business, Innovation and Employment’s web- site which has guidelines detailing your employment rights. In the case of you having to raise a personal grievance with the Ministry, then you must do so within 90 days of the incident occurring or you became aware of the incident occurring. In most circumstances the first course of action in resolving a Personal Grievance will be through mediation. The next course of action after mediation is through the Employment Relations Authority.
