GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoidance of interruption to work performance.
23.2 Except where a bona fide health and safety issue is involved, during any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work will continue as it was prior to the matter giving rise to dispute.
23.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause.
23.4 All parties have a right to seek representation in order to resolve any dispute.
23.5 Any grievance or dispute will be handled as follows:
22.5.1 Stage 1 Discussions between the employee/s and supervisor.
22.5.2 Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate.
22.5.3 Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPC.
23.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level.
23.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded.
23.8 Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representative.
23.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed.
23.10 The parties will ensure that all practice...
GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 11.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoidance of interruption to work performance.
11.2 If a dispute relates to a matter arising under the Enterprise Agreement, this clause sets out procedures to settle the dispute, provided that a dispute about workload will be dealt with in accordance with sub-clause 11.8.
11.3 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause.
11.4 In the first instance, the parties to the dispute must try to resolve the dispute at the:
(a) Workplace level by discussions between the employee/s and relevant supervisor/s and/or management (‘workplace discussions’); or
(b) Agency level by discussions between the employee/s and/or their representative and, if applicable, the agency’s workforce management representative (‘agency discussion’), while maintaining the status quo existing immediately prior to the dispute (except where a
11.5 If workplace or agency discussions (as applicable) do not resolve the dispute, a party to the dispute may refer the matter to SAET.
11.6 SAET may deal with the dispute in two stages:
(a) XXXX will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation about the dispute, its resolution and/or the status quo; and
(b) If SAET is unable to resolve the dispute at the first stage, SAET may then:
1. Arbitrate the dispute; and
2. Make a determination that is binding on the parties to the dispute.
GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 35.1 These procedures aim to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoiding interruption to work performance and service delivery.
GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 24.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoidance of interruption to work performance.
24.2 Except where a bona fide health and safety issue is involved, during any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work will continue as it was prior to the matter giving rise to dispute.
24.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause.
24.4 All parties have a right to seek representation in order to resolve any dispute.
24.5 Any grievance or dispute, except for workload disputes which are dealt with in accordance with sub-clause 0 of this clause will be handled as follows:
Stage 1 Discussions between the employee/s and supervisor. Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate.
GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. This clause is the same as the current clause.
GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. (a) This procedure aims to avoid industrial disputes, or where a dispute occurs, to provide a means of settlement based on consultation, cooperation and discussion and the avoidance of interruption to work performance.
GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 18 30. VARIATIONS.................................................................................................................................................19 31. RENEGOTIATION .........................................................................................................................................20 32. SIGNATORIES ..............................................................................................................................................20
GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. Dispute Resolution
GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. Organisational Culture
GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 28. Employees’ Protection – No Disadvantage Guarantee 29. No Extra Claims 30. Variations 31. Renegotiation 32. Signatories to the Agreement APPENDIX 1 - Salaries APPENDIX 2 - Allowances
