Four Stage Resolution Procedure Clause Samples

Four Stage Resolution Procedure. The following process shall be followed with respect to any dispute between an Employee covered by this Agreement and the Company about any matter arising under this Agreement or in relation to the National Employment Standard (NES). Stage 1 The Employee with the issue or concern will discuss the matter with their immediate first line manager. (e.g. supervisor, team leader) The line manager will set aside time to hear the issue or concern in a private discussion with the Employee and after consideration provide a comprehensive answer to the Employee. The issue or concern and the answer provided by the line manager must be fully documented. Stage 2 In the event of the Employee not being satisfied the Employee will put in writing the complaint details and arrange a meeting with the Workshop Superintendent. The same procedure as set out in Stage 1 will apply, with all relevant facts being clearly recorded. In the event that the matter is still not being resolved it will be referred to the Human Resources Manager who will convene a meeting with all the people previously involved in the matter to reconsider the issue or concern and the answers given thus far. The same procedure as set out in Stage 1 and Stage 2 will be adopted with all relevant facts being clearly recorded.

Four Stage Resolution Procedure. Stage 1 The Employee with the issue or concern will discuss the matter with their immediate first line manager. (e.g. supervisor, team leader) The line manager will set aside time to hear the issue or concern in a private discussion with the Employee and after consideration provide a comprehensive answer to the Employee. The issue or concern and the answer provided by the line manager must be fully documented. Stage 2 In the event of the Employee not being satisfied with the answer provided, they will take their concern to the Employee representative who, will put in writing the complaint details and arrange a meeting with the Workshop Superintendent and the Employee concerned. The same procedure as set out in Stage 1 will apply, with all relevant facts being clearly recorded. In the event that the matter is still not being resolved it will be referred to the Human Resources Manager who will convene a meeting with all the people previously involved in the matter to reconsider the issue or concern and the answers given thus far. The same procedure as set out in Stage 1 and Stage 2 will be adopted with all relevant facts being clearly recorded If the matter is still unresolved, it shall be referred to the Operations Manager. If no negotiated settlement can be achieved and the process is exhausted without the dispute being resolved, the parties shall jointly or individually refer the matter to the Australian Industrial Relations Commission for assistance in resolving the dispute. At any meeting convened by the Commission, the parties will use their best endeavours to resolve the matter by conciliation. At any point during the above resolution procedure, either party may elect a representative of their choosing to act on their behalf. The role the Commission has in the grievance procedure process is as follows: • In a conciliation process, should both parties agree, the Commission may, if it considers it appropriate, issue a recommendation that the parties will implement. • The power to dismiss a matter if the Commission forms the view that: • The application is trivial, frivolous or • The matter is incapable of resolution within the timeframe the Commission considers reasonable, or • The applicant is acting unreasonably in failing to resolve the dispute. • The power to arbitrate the matter should conciliation fail to resolve the matter, where both parties agree to such action and agree on the Commission member who will arbitrate the matter. The decision of th...