Grievance and Dispute Procedures. (i) At any stage of the procedure, the employee(s) may be represented by their union or its local representative/delegate and the employer represented by the Association.
(ii) 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.
(iii) 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 manager or other authorised officer to the Association for further discussion between the parties.
(iv) The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure.
(v) 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.
Grievance and Dispute Procedures. 24.1 A grievance or dispute exists when an employee alleges that he or she has been treated unfairly by Council or by another employee on workplace or work related issues. Council recognises that the resolution of problems and complaints raised between employees and supervisors can contribute significantly to improving morale and productivity within the workplace.
24.2 It is Council’s desire to resolve problems through a conciliatory process wherever possible. Legal action should only apply when all steps in the grievance procedure have been exhausted.
24.3 The grievance and dispute procedure is available to employees for the presentation and settlement of grievances arising under the interpretation or application of the terms of the Agreement and Council policies as they relate to wages, hours of work and working conditions. This policy applies to all grievances and disputes not alleging discrimination, where a separate policy and procedure exists.
24.4 At any stage of the procedure, the employee(s) may be represented by:
24.4.1 their union or its local representative/delegate;
24.4.2 any other employee nominated representative, including a legal representative.
24.5 At any stage of the procedure, Council may be represented by:
24.5.1 the Association;
24.5.2 it’s legal advisor 24.5.3 any other nominated representative.
24.6 Any union delegate involved in a grievance or dispute matter 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.
24.7 In carrying out their responsibilities to resolve the grievance or dispute, the parties have an obligation to:
24.7.1 establish or verify the facts 24.7.2 clarify the differences between reality, perception and opinion 24.7.3 maintain confidentiality, as far as possible 24.7.4 initiate or recommend actions to prevent the grievance recurring.
Grievance and Dispute Procedures. (i) The aim of this procedure is to ensure that, during the life of this Agreement, industrial disputes, (including grievances within the meaning of the Anti-Discrimination Act 1977) or individual grievances are prevented or resolved as quickly as possible at the level they occur in the workplace.
(ii) Where a grievance or dispute involves confidential or other sensitive material (including issues of harassment or discrimination under the Anti Discrimination Act, 1977) that makes it impractical for the staff member to advise their immediate manager the notification may occur to the next appropriate level of management, including where required, to the Department Head or delegate.
(iii) When a grievance arises in the workplace, the employee(s) must attempt to resolve the grievance with the person concerned in the first instance.
(iv) If this is not possible the employee refers the grievance/dispute to their immediate supervisor or manager. The supervisor is to be given the opportunity to fully investigate the matter and must provide a written response to the dispute or grievance. The supervisor will advise the employee(s) concerned of the time by which an answer will be provided. Grievances should be resolved within forty eight (48) hours.
(v) If the grievance or dispute is not resolved between the employee(s) and their immediate supervisor, or where the matter is of such a nature that direct discussion between the employee(s) and their supervisor would not be appropriate, the employee(s) shall notify a more senior manager. The more senior manager will attempt to resolve the matter, which may include staff of the Human Resources Unit.
(vi) If the matter remains unresolved, the employee and/or their representative will take the matter to Senior Management, who will attempt to solve the matter.
(vii) If the grievance or dispute remains unresolved the parties agree that it may be referred to an appropriate independent arbitrator or mediator (this includes the Industrial Relations Commission).
(viii) Nothing contained in these procedures will preclude the parties from entering into direct negotiations on any matter.
(ix) Where the grievance is unable to be resolved at Regional/Divisional level, or may result in disciplinary action or a criminal matter is involved, the issue should be referred by the contact officer, supervisor or manager to the Director, Human Resources Branch.
(x) Each stage is to be handled expeditiously.
(xi) Whilst these procedures or negot...
Grievance and Dispute Procedures. Public Holidays
Grievance and Dispute Procedures. 30.1 The provisions of the Local Government (State) Award 2007 and its successors apply.
Grievance and Dispute Procedures. The parties to the "dispute settlement procedure" jointly recognise that it is essential for good industrial relations to be maintained, as good industrial relations will maintain jobs as well as plant profitability. These procedures do not constitute a "NO STRIKE AGREEMENT" but do recognise the necessity to absolutely minimise lost time through industrial disagreements.
Grievance and Dispute Procedures. 22.1 Nothing in this procedure shall be interpreted so as to limit the right of an employee to seek support or representation at any stage of the procedure. Representation may include the employee’s union delegate or official.
22.2 Representatives, or support people, have the right to reasonable access to and time with an aggrieved employee consistent with the Society’s Grievance Policy and Procedure.
22.3 A grievance or dispute shall be dealt with as follows:
22.3.1 The employee(s) shall notify the supervisor of any grievance or dispute and the remedy sought, in writing.
22.3.2 A meeting shall be held between the employee(s) and the relevant supervisor to discuss the grievance or dispute and the remedy sought within two working days of notification.
22.3.3 If the matter remains unresolved, the employee(s) may request the matter be referred to the manager for discussion. A further meeting between all parties shall be held as soon as practicable.
22.3.4 If the matter remains unresolved the manager shall provide the employee(s) with a written response. The response shall include the reasons for not implementing any proposed remedy.
22.4 During this procedure and while the matter is in the course of negotiation the work practices existing prior to the dispute shall as far as practicable proceed as normal.
Grievance and Dispute Procedures. (i) At any stage of the procedure, the employee(s) may be represented by the Association and/or NSWNA workplace representative.
(ii) It is the intention of this procedure to resolve grievances as promptly and as near as possible to the local level.
(iii) Any grievance or conflict is to be resolved without disruption to work, except where a bona fide safety issue is involved.
(iv) The process for resolving grievances is as follows:
(a) The employee shall attempt to resolve the matter with their immediate supervisor, or if this is inappropriate with the next level of management.
(b) Should an employee submit their grievance in writing, written acknowledgment of receipt of the grievance shall be provided.
(c) If no satisfactory resolution is achieved at this level then the matter shall be referred to a higher level of management ie. senior nurse and/or Regional Manager level.
(d) If no satisfactory resolution is achieved at the senior nurse and/or Regional Manager level it may be referred to the General Manager.
(e) Where possible steps 1 and 2 shall take place within 14 days, taking into account any investigation that may be necessary.
Grievance and Dispute Procedures. 15.1 The St Vincent's Hospital Grievance Management System shall be used to resolve disputes during the life of this Agreement. The detailed policy and procedure can be viewed from the policy and procedure index. A summary of the procedure is attached as schedule two.
15.2 At any stage of the procedure, the Employee(s) may elect to be represented by the Association or an Association workplace representative.
15.3 Should a dispute be unable to be resolved through the Grievance and Dispute Procedures, either party may refer the matter to the NSW Industrial Relations Commission for resolution.
