Common use of Grievance and Dispute Procedure Clause in Contracts

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. 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 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.