Common use of Employment Relationship Problem Resolution Services Clause in Contracts

Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services. It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement. The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI or NZPPTA field officer for advice and representation. Employers should contact their local NZSTA adviser or other representative of choice.

Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services. It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement. The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If agreement.(If it’s a personal grievance, it must first be raised with the employer and within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI or NZPPTA field officer for advice and representation. Employers should contact their local NZSTA adviser or other representative of their choice.

Employment Relationship Problem Resolution Services. The following is a plain language explanation of the employment relationship problem resolution services. It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement. The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer and within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI or NZPPTA field officer for advice and representation. Employers should contact their local NZSTA adviser or other representative of their choice.