Grievance and Dispute Procedure. Employees who have a grievance or dispute on any issue shall firstly raise the matter with their immediate supervisor(s). Where this is not possible, the next level of management should be contacted. The supervisor(s) shall provide the necessary response as soon as possible, but no later than 24 hours following the grievance being raised. If an answer cannot be given within 24 hours, a progress report will be given at that time. When the grievance or dispute has not been resolved to the satisfaction of any party, the issue will be referred to the next Management level. The management will, at the earliest possible time following referral, convene a grievance or dispute resolution meeting, which will attempt to resolve the matter. The meeting should include: Management; The Grievant; either or both parties may request an adviser/ representative or observer at this meeting. The grievance or dispute will be discussed at the meeting with a view to achieving agreement or resolution. If still unresolved Human Resources will be involved in a further meeting with a view to achieving agreement or resolution. If the matter is not settled internally, the parties agree to have the matter referred to: The Australian Industrial Relations Commission or, an agreed mediator for the purposes of conciliation or mediation. Until the matter is resolved as detailed above, no industrial action will be taken and work will continue as normal, without interruption and without prejudice to final settlement, except where a genuine safety issue is involved. Subject to relevant provisions of any State or Territory Occupational Health and Safety law, unless the Employee is exposed to imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by their Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform. The parties agree to co-operate to ensure that these procedures are carried out expeditiously.
Grievance and Dispute Procedure. 9.01 It is the firm desire of the parties that they should resolve all grievances or disputes equitably and as rapidly as possible. 9.02
Grievance and Dispute Procedure. The entire article applies except in case of lay off or dismissal during the probationary period, the temporary employee does not benefit from the grievance procedure.
Grievance and Dispute Procedure. Purpose Scope
Grievance and Dispute Procedure. Disputes between the parties to this Agreement or grievances of individual employees employed under this Agreement will be dealt with in accordance with the procedures set out in, or applying to, the Storemen & Packers' General (State) Award and/or the exchange of letters referred to in Clause 4 of this Agreement.
Grievance and Dispute Procedure. 25.1 This dispute resolution procedure is implemented to address any disputes, disagreements and all issues that relate to this agreement and your working relationship with the Company.
25.2 Process to be followed
STEP 1: Any question, dispute or difficulty (hereafter called the “dispute”), shall be brought to the immediate attention of the manager/supervisor on duty in an effort to settle the matter. You may choose to have a witness present.
STEP 2: If the dispute remains unresolved after such preliminary discussion, the matter shall be referred to the next senior person, if applicable, at the earliest occasion.
STEP 3: If the dispute is not resolved after following Steps 1 and 2, the matter will be referred at least orally, but where practicable in writing, to the owner or to his/her nominee in an effort to settle the dispute. At this stage, if the matter remains unresolved, attempts shall be made to agree on interim measures which can be used to mitigate the effects of the dispute until such time as Steps 4 and/or 5 can be followed.
STEP 4: If there is no resolution of the dispute, the parties can agree to notify the matter to the Australian Industrial Relations Commission for conciliation.
25.3 It is a condition of this procedure, that no Unauthorised Stoppages of Work, bans or limitations shall occur.
25.4 The employee and the employer agree to abide by the terms and conditions of this Agreement.
25.5 In the event of any alleged serious safety or unsafe working condition additional to normal and accepted work practices at the premises, the Manager/supervisor shall
Grievance and Dispute Procedure. 29.1. If a dispute relates to:
(a) a matter arising under this agreement; or
(b) the National Employment Standards;
(c) this clause sets out procedures to settle the dispute.
29.2. An Employee who is a party to the dispute may appoint a representative of their choice for the purposes of the procedures in this clause.
29.3. In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level by discussions between the Employee or Employees and relevant supervisor and/or manager.
29.4. If the matter in dispute is unable to be resolved at this level the Employee or their representative may bring the matter to the attention of a more senior manager (for example the operations manager), who will attempt to resolve the matter.
29.5. If discussions at the general manager level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission.
29.6. The Fair Work Commission may deal with the dispute in 2 stages:
(a) The Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and
(b) if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then:
i. arbitrate the dispute; and
ii. make a determination that is binding on the parties. A decision that the Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Div 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision.
29.7. While the parties are trying to resolve the dispute using the procedures in this term, an Employee must continue to perform his or her work as he or she would normally unless he or she has a reasonable concern about an imminent risk to his or her health or safety. It is a term of this Agreement that the parties agree, subject to any right to appeal to a full bench of the Fair Work Commission, that they accept the arbitrated decision of the Commission as final and binding on the parties.
Grievance and Dispute Procedure. Disputes between the parties to this Agreement or grievances of individual employees employed under this Agreement will be dealt with in accordance with the procedures set out in, or applying to, the Storemen & Packers' General (State) Award.
Grievance and Dispute Procedure. 15.1 At any stage of the procedure, the employee(s) may be represented by their union or its local representative/delegate and the council represented by the Association.
15.2 The union delegate shall have reasonable time, without loss of pay, to discuss a grievance or dispute with management at the local level where prior approval is sought. Such approval shall not be unreasonably withheld.
15.3 A grievance or dispute shall be dealt with as follows:
(a) The employee(s) shall notify the supervisor, or other authorised officers of any grievance or dispute and the remedy sought, in writing.
(b) A meeting shall be held between the employee(s) and the supervisor to discuss the grievance or dispute and the remedy sought within two working days of notification.
(c) If the matter remains unresolved, the employee(s) may request the matter be referred to the head of the department or other authorised officer for discussion. A further meeting between all parties shall be held as soon as practicable.
(d) If the matter remains unresolved the general manager shall provide the employee(s) with a written response. The response shall include the reasons for not implementing any proposed remedy.
(e) Where the matter remains unresolved, it may be referred to the employee's union or representative and by the general manger or other authorised officer to the Association for further discussion between the parties.
15.4 The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure.
15.5 During this procedure and while the matter is in the course of negotiation, conciliation and / or arbitration, the work practices existing prior to the dispute shall as far as practicable proceed as normal. Schedule 1 Mechanical Workshop Work Rosters Week 1 Monday Tuesday Wednesday Thursday Friday Saturday Sunday Mechanic 1 On Call 5:00am-7:00am 7:00am-4:00pm On Call 5:00am-7:00am 7:00am-4:00pm On Call 5:00am-7:00am 7:00am-4:00pm On Call 5:00am-7:00am 7:00am-4:00pm On Call 5:00am-7:00am 7:00am-12:00pm Off Off Mechanic 2 7:00am-4:00pm 7:00am-4:00pm 7:00am-4:00pm 7:00am-12:00pm RDO Off Off Mechanic 3 RDO 9:00am-6:00pm 9:00am-6:00pm 9:00am-6:00pm 8:00am-5:00pm 6:00am-10:00am On Call On Call Mechanic 4 9:00am-6:00pm 9:00am-6:00pm 9:00am-6:00pm 9:00am-6:00pm 8:00am-5:00pm 6:00am-10:00am Off Week 2 Monday Tuesday Wednesday Thursday Friday Saturday Sunday Mechanic 1 RDO 9:00am-6:00pm 9:00am-6:00pm 9:00am-6:00pm 8:00am-5:00pm 6:00am-10:00am Off Mechanic 2 9:00am-6:...
Grievance and Dispute Procedure. As per the Local Government State Award. As per the Award during the grievance procedure and while the matter is in the course of negotiation, conciliation and/or arbitration, work is to proceed as normal.
