Four Stage Resolution Procedure Sample Clauses

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 Human Resources Manager who, will put in writing the complaint details and arrange a meeting with the Supervisor 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 Production 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.
Sample 1
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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.
Sample 1
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...
Sample 1

Related to Four Stage Resolution Procedure

  • Resolution Procedure a. Step 1 i. The complainant, if comfortable with that approach, may choose to speak to or correspond directly with the alleged harasser to express their feelings about the situation. ii. Before proceeding to Step 2, the complainant may approach their administrative officer, staff rep or other contact person to discuss potential means of resolving the complaint and to request assistance in resolving the matter. If the matter is resolved to the complainant's satisfaction the matter is deemed to be resolved. Refer to Article E.

  • DISPUTES RESOLUTION PROCEDURE 10.1 A major objective of this Agreement is to eliminate lost time and/or production arising out of disputes or grievances. The Parties to this Agreement are committed to complying with the terms of this procedure.

  • Issue Resolution Procedures As soon as possible after any occupational health and safety issue has been reported, the company’s or management representative and elected safety representative must meet to try to resolve the issue. The resolution of the issue must take into account those of the following factors that are relevant: o Whether the hazard or risk can be isolated o The number and location of employees affected o Whether appropriate temporary measures are possible or desirable o Whether environmental monitoring is desirable o The time that may elapse before the hazard or risk is permanently corrected o Who is responsible for performing work and overseeing the removal of the hazard or risk. As soon as possible after the resolution of an issue, details of the agreement must be brought to the attention of affected employees in an appropriate manner. Should the matter not be resolved, the issue shall be dealt with in line with Clause 20 of the VBIA “Safety Disputes Resolution Procedure”.

  • UDP DNS resolution RTT Refers to the RTT of the sequence of two packets, the UDP DNS query and the corresponding UDP DNS response. If the RTT is 5 times greater than the time specified in the relevant SLR, the RTT will be considered undefined.

  • Dispute Resolution Procedure 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed: 21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor; 21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management; 21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act. 21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd. 21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement. 21.4 Where the Parties agree to pursue mediation the Parties:- 21.4.1 Will participate in the mediation process in good faith; 21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process; 21.4.3 Agree not to commence any action against the other; and 21.4.4 Agree that during the time when the Parties attempt to resolve the matter: i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.

  • CENTRAL DISPUTE RESOLUTION PROCESS The following process pertains exclusively to disputes and grievances on central matters that have been referred to the central process. In accordance with the School Board Collective Bargaining Act, 2014 central matters may also be grieved locally, in which case local grievance processes will apply. In the event that central language is being grieved locally, the local parties shall provide the grievance to their respective central agents.

  • DNS resolution RTT Refers to either “UDP DNS resolution RTT” or “TCP DNS resolution RTT”.

  • Mediation Procedure The Chairman shall promptly advise the parties of a scheduled Mediation Hearing date. Unless a party requests an expedited procedure, or unless all parties to the proceeding agree to one or more extensions of time, the Mediation Hearing set forth below shall be completed within forty (40) days of BCBSA's receipt of the Complaint. The selected mediators, unless the parties otherwise agree, shall adhere to the following procedure: i. Each party must be represented by its CEO or other representative who has been delegated full authority to resolve the dispute. However, parties may send additional representatives as they see fit. ii. By no later than five (5) days prior to the date designated for the Mediation Hearing, each party shall supply and serve a list of all persons who will be attending the Mediation Hearing, and indicate who will have the authority to resolve the dispute. iii. Each party will be given one-half hour to present its case, beginning with the complaining party (or parties), followed by the other party or parties. The parties are free to structure their presentations as they see fit, using oral statements or direct examination of witnesses. However, neither cross- examination nor questioning of opposing representatives will be permitted. At the close of each presentation, the selected mediators will be given an opportunity to ask questions of the presenters and witnesses. All parties must be present throughout the Mediation Hearing. The selected mediators may extend the time allowed for each party's presentation at the Mediation Hearing. The selected mediators may meet in executive session, outside the presence of the parties, or may meet with the parties separately, to discuss the controversy. iv. After the close of the presentations, the parties will attempt to negotiate a settlement of the dispute. If the parties desire, the selected mediators, or any one or more of the selected mediators, will sit in on the negotiations. v. After the close of the presentations, the selected mediators may meet privately to agree upon a recommendation for resolution of the dispute which would be submitted to the parties for their consideration and approval. If the parties have previously agreed to be bound by the results of this procedure, this recommendation shall be binding upon the parties. vi. The purpose of the Mediation Hearing is to assist the parties to settle their grievances short of mandatory dispute resolution. As a result, the Mediation Hearing has been designed to be as informal as possible. Rules of evidence shall not apply. There will be no transcript of the proceedings, and no party may make a tape recording of the Mediation Hearing. vii. In order to facilitate a free and open discussion, the Mediation proceeding shall remain confidential. A "Stipulation to Confidentiality" which prohibits future use of settlement offers, all position papers or other statements furnished to the selected mediators, and decisions or recommendations in any Mediation proceeding shall be executed by each party. viii. Upon request of the selected mediators, or one of the parties, BCBSA staff may also submit documentation at any time during the proceedings.

  • TCP DNS resolution RTT Refers to the RTT of the sequence of packets from the start of the TCP connection to its end, including the reception of the DNS response for only one DNS query. If the RTT is 5 times greater than the time specified in the relevant SLR, the RTT will be considered undefined.

  • Dispute Resolution Process Any claim, dispute or other matter in question not resolved by the process identified in Paragraph

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