Employment Relationship Problem Resolution Sample Clauses

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.
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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.
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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.
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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.
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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.
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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..
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Related to Employment Relationship Problem Resolution

  • EMPLOYMENT RELATIONSHIP PROBLEMS What is an Employment Relationship Problem?

  • Employment Relationship Employment with the Company is for no specific period of time. Your employment with the Company will be “at will,” meaning that either you or the Company may terminate your employment at any time and for any reason, with or without cause. Any contrary representations that may have been made to you are superseded by this letter agreement. This is the full and complete agreement between you and the Company on this term. Although your job duties, title, compensation and benefits, as well as the Company’s personnel policies and procedures, may change from time to time, the “at will” nature of your employment may only be changed in an express written agreement signed by you and a duly authorized officer of the Company (other than you).

  • EMPLOYMENT RELATIONSHIPS The ORGANIZATION, its employees, volunteers or agents performing under this Agreement are not deemed to be employees of the COUNTY, nor volunteers or agents of the COUNTY in any manner whatsoever. No officer, employee, volunteer or agent of the ORGANIZATION will hold themselves out as, or claim to be, an officer, employee, volunteer or agent of the COUNTY by reason hereof, nor will they make any claim, demand or application to or for any right or privilege applicable to an officer, employee volunteer or agent of the COUNTY. The parties agree that the COUNTY will not be responsible for the payment of any industrial insurance premiums or related claims or other benefits that may arise during the performance of services under this Agreement for any ORGANIZATION employee or volunteer, or for any consultant’s, contractor’s or subcontractor’s employee(s) or agent(s) that has been retained by the ORGANIZATION.

  • No Employment Relationship Whether or not any Options are to be granted under this Plan shall be exclusively within the discretion of the Plan Administrator, and nothing contained in this Plan shall be construed as giving any person any right to participate under this Plan. The grant of an Option shall in no way constitute any form of agreement or understanding binding on the Company or any Related Company, express or implied, that the Company or any Related Company will employ or contract with an Optionee, for any length of time, nor shall it interfere in any way with the Company’s or, where applicable, a Related Company’s right to terminate Optionee’s employment at any time, which right is hereby reserved.

  • Employment Relations (a) BETA and each of its subsidiaries is in compliance with all Federal, state or other applicable laws, domestic or foreign, respecting employment and employment practices, terms and condi­tions of employment and wages and hours, and has not and is not engaged in any unfair labor practice; (b) no unfair labor practice complaint against BETA or any of its subsidiaries is currently pending before the National Labor Relations Board nor has such a complaint been pending in the last two years; (c) there is no labor strike, dispute, slowdown or stoppage actually pending or threatened against or involving BETA or any of its subsidiaries nor has one existed during the last two years; (d) no representation question exists respecting the employees of BETA or any of its subsidiaries; (e) no grievance which might have an adverse effect upon BETA or any of its subsidiaries or the conduct of BETA ’ Business exists, no arbitration proceeding arising out of or under any collective bargaining agreement is pending and no claim therefor has been asserted; (f) Neither BETA nor any of its subsidiaries is a party to, nor does there otherwise exist, any union, collective bargaining agreement or similar agreement with respect to the employees of BETA or any of its subsidiaries and no collective bargaining agreement or similar agreement is currently being negotiated by BETA or any of its subsidiaries; and (g) Neither BETA nor any of its subsidiaries has experienced any labor difficulty during the last two years. There has not been any adverse change in relations with employees of BETA or any of its subsidiaries as a result of any announcement of the transactions contemplated by this Agreement.

  • At-Will Employment Relationship Executive’s employment with the Company is at-will and not for any specified period and may be terminated at any time, with or without Cause or advance notice, by either Executive or the Company. Any change to the at-will employment relationship must be by specific, written agreement signed by Executive and an authorized representative of the Company. Nothing in this Agreement is intended to or should be construed to contradict, modify or alter this at-will relationship.

  • INDEPENDENT RELATIONSHIP This Agreement is not intended to constitute, create, give effect to or otherwise recognize a joint venture, partnership, or formal business organization, or agency agreement of any kind, and the rights and obligations of the Parties shall be only those expressly set forth herein.

  • Consulting Relationship During the term of this Agreement, Consultant will provide consulting services to the Company as described on Exhibit A hereto (the “Services”). Consultant represents that Consultant is duly licensed (as applicable) and has the qualifications, the experience and the ability to properly perform the Services. Consultant shall use Consultant’s best efforts to perform the Services such that the results are satisfactory to the Company.

  • Board-Superintendent Relationship The Board shall be primarily responsible for formulating and adopting policy. The Superintendent shall be the chief administrative officer for the district and shall be responsible for implementing Board policy. He shall organize the administrative and supervisory staff, and select, place, and transfer personnel with the concurrence of the Board. He is responsible for administering the instruction of students and the business affairs of the school district. The Board members agree, individually and collectively, to promptly refer all criticisms, complaints, and suggestions called to their attention to the Superintendent for action, study and/or recommendation, as appropriate.

  • Termination of Employment Relationship A casual employee who has not been called to report for work, or who has been unavailable for work for twelve (12) months, notwithstanding Article 39.03(b), shall cease to be an employee.

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