Common use of Grievance and Dispute Procedures Clause in Contracts

Grievance and Dispute Procedures. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 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. 37.3 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. 37.4 A grievance or dispute shall be dealt with as follows: (a) The employee(s) shall notify their 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 Manager Recreation Services 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. 37.5 The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 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. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 (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. 37.3 (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. 37.4 (iii) A grievance or dispute shall be dealt with as follows: (a) The employee(s) shall notify their 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 Manager Recreation Services 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. 37.5 (iv) The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 (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. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 (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. 37.3 (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. 37.4 (iii) A grievance or dispute shall be dealt with as follows: (a) The employee(s) shall notify their the supervisor, or other authorised officers person to whom the employee(s) directly report, of any grievance or dispute and the remedy sought, in writing, except where the supervisor and/or person to whom the employee(s) directly report are the subject of the grievance or they would be exposed to a conflict of interest upon being notified of the grievance. In those circumstances employee(s) shall notify the next most appropriate level of management. (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 Manager Recreation Services 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. 37.5 (iv) The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 (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. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 22.1 At any stage of the procedure, the employee(s) may be represented by their union or its local representative/delegate and the employer council represented by the Association. 37.3 22.2 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. 37.4 22.3 A grievance or dispute shall be dealt with as follows: (a) The employee(s) shall notify their 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 Manager Recreation Services 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 manger or other authorised officer to the Association for further discussion between the parties. 37.5 22.4 The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 22.5 During this procedure and while the matter is in the course of negotiation, conciliation and/or and / or arbitration, the work practices existing prior to the dispute shall as far as practicable proceed as normal.

Grievance and Dispute Procedures. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 (i) At any stage of the procedure, the employee(s) may be represented by their union or its local representative/delegate and the employer council represented by the Association. 37.3 (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. 37.4 (iii) A grievance or dispute shall be dealt with as follows: (a) The employee(s) shall notify their 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 (2) working days of notification. (c) If the matter remains unresolved, the employee(s) may request the matter be referred to the Manager Recreation Services 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 unresolved, the general manager 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 ’s union or representative and by the general manager General Manager or other authorised officer to the Association for further discussion between the parties. 37.5 (iv) The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 (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. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 i) At any stage of the procedure, the employee(s) may be represented by their union or its local representative/delegate and the employer Council represented by the AssociationNSW Local Government Association or Shire’s Association of NSW. 37.3 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. 37.4 iii) A grievance or dispute shall be dealt with as follows:; (a) The employee(s) shall notify their 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 Manager Recreation Services 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 General Manager shall provide the employee(s) with a written response. The response shall include the reasons for not implementing any and proposed remedy. (e) Where the matter remains unresolved, it may be referred to the employee's ’s union or representative and by the general manager General Manager or other authorised officer to the Association for further discussion between the parties. 37.5 iv) The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 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. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 15.1 At any stage of the procedure, the employee(s) may be represented by their union or its local representative/delegate and the employer council represented by the Association. 37.3 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. 37.4 15.3 A grievance or dispute shall be dealt with as follows:follows:- (a) The employee(s) shall notify their 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 Manager Recreation Services 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 manger or other authorised officer to the Association for further discussion between the parties. 37.5 15.4 The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 15.5 During this procedure and while the matter is in the course of negotiation, conciliation and/or and / or arbitration, the work practices existing prior to the dispute shall as far as practicable proceed as normal.

Grievance and Dispute Procedures. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 a) At any stage of the procedure, the employee(s) may be represented by by, a person of their union choice, the Union or its local representative/delegate and the employer The Oasis represented by the an Industry Association. 37.3 b) The union delegate shall have reasonable time, without loss of pay, opportunity to discuss a grievance or dispute disputes with management at the local level where prior approval is sought. Such approval shall not be unreasonably withheldThe Oasis Management. 37.4 c) A grievance or dispute shall be dealt with as follows: (ai) The employee(s) shall notify their supervisor, or other authorised officers the supervisor of any grievance or dispute and the remedy sought, in writing. (bii) A meeting shall be held between the employee(s) and the supervisor to discuss the grievance or dispute and the remedy sought within two 2 working days of notification. (ciii) If the matter remains unresolved, the employee(s) may request the matter be referred to the Manager Recreation Services or other authorised officer The Oasis Management for discussion. A further meeting between all parties shall be held as soon as practicable. (div) If the matter remains unresolved the general manager The Oasis Management shall provide the employee(s) with a written response. The response shall include the reasons for not implementing any proposed remedy. The aggrieved employee may request in writing that the matter be referred to The Oasis Management. (ev) 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 The Oasis Management to the Association relevant industrial party for further discussion between the parties. 37.5 d) The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 e) 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. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 (i) At any stage of the procedure, the employee(s) may be represented by their union or its local representative/delegate and the employer council represented by the Association. 37.3 (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. 37.4 (iii) A grievance or dispute shall be dealt with as follows: (a) The employee(s) shall notify their 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 Manager Recreation Services 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 manger or other authorised officer to the Association for further discussion between the parties. 37.5 (iv) The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 (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. (vi) In respect of employees working under the BCCMCBE Agreement the Unions/Associations agree to a cooling off period of seven (7) days before withdrawing labour from Council’s activities/services. Any dispute arising shall in the first instance be referred to the General Manager and or the relevant Director and Secretary of the Union concerned. In the event of their failing to agree on a resolution to the dispute, the matter then be referred to a Conciliation Commissioner for the Industry. This shall not be taken to interfere with the right of either party to proceed for a penalty for breach of this Agreement.

Grievance and Dispute Procedures. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 (i) At any stage of the procedure, the employee(s) may be represented by their union or its local representative/delegate and the employer Council represented by the AssociationNSW Local Government Association or Shire’s Association of NSW. 37.3 (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. 37.4 (iii) A grievance or dispute shall be dealt with as follows:; (a) The employee(s) shall notify their 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 Manager Recreation Services 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 General Manager shall provide the employee(s) with a written response. The response shall include the reasons for not implementing any and proposed remedy. (e) Where the matter remains unresolved, it may be referred to the employee's ’s union or representative and by the general manager General Manager or other authorised officer to the Association for further discussion between the parties. 37.5 (iv) The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 (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. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 (i) At any stage of the procedure, the employee(s) may be represented by their union or its local representative/delegate representative and the employer council represented by the Association. 37.3 (ii) The union Union delegate shall have reasonable time, without loss of pay, to discuss a grievance or dispute with management at the local level level, where prior approval is sought. Such approval shall not be unreasonably withheld. 37.4 (iii) A grievance or dispute shall be dealt with as follows: (a) The employee(s) shall notify their the supervisor, /or other authorised officers officer 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 Manager Recreation Services 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 manger or other authorised officer to the Association for further discussion between the parties. 37.5 (iv) The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 (v) During this procedure and while the matter is in the course of negotiation, conciliation and/or and / or arbitration, the work practices existing prior to the dispute shall as far as practicable proceed as normal.

Grievance and Dispute Procedures. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 (i) At any stage of the procedure, the employee(s) may be represented by their union or its local representative/delegate and the employer council represented by the Association. 37.3 (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. 37.4 (iii) A grievance or dispute shall be dealt with as follows: (a) The employee(s) shall notify their 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 Manager Recreation Services 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 manger or other authorised officer to the Association for further discussion between the parties. 37.5 (iv) The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 (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. 37.1 The provisions of the Award shall apply and are reproduced below. 37.2 (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. 37.3 (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. 37.4 (iii) A grievance or dispute shall be dealt with as follows: (a) The employee(s) shall notify their 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 Manager Recreation Services 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. 37.5 (iv) The Industrial Registrar may be advised of the existence of a dispute at any stage of this procedure. 37.6 (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.. Schedule 4.15: Attachment - Disciplinary Procedures - Local Government (State) Award 2017