GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE. This procedure is designed to promote the resolution of issues that arise at the lowest possible level and to provide a step-by-step process which will be accessed if the parties are genuinely unable to resolve the issue. At each step in the procedure, reasonable time is to be allowed for the parties to resolve the matter. A party to the dispute may appoint another person, organisation or association to accompany or represent them at each step in relation to the dispute. The parties agree not to proceed to each next step in the procedure until the previous step has been completed. Following these procedures will ensure the dispute is resolved in the most efficient manner. In the event of a dispute in relation to a matter arising under this agreement, and/or the National Employment Standards (NES) in the first instance the parties will attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor and, if such discussions do not resolve the dispute, by discussions between the employee or employees concerned and more senior levels of management as appropriate. If the matter is not resolved at this level, the grievance shall be referred to the Management. If the dispute is unable to be resolved at the workplace, and all agreed steps for resolving it have been taken, the dispute may be referred to the Fair Work Commission for resolution. The parties to the dispute may agree on the process to be utilised by the Commission including mediation or conciliation. Any solution proposed by the Commission must be consistent with relevant legislation. It is a term of this Agreement that while the dispute resolution procedure is being conducted work shall continue normally. The circumstances that applied prior to the dispute arising shall apply until final resolution of the matter. This dispute resolution procedure does not apply to Occupational Health and Safety matters. It is expected that the Occupational Health and Safety Representatives will follow appropriate procedures in the resolution of any Health and Safety matters.
GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE. 32.1 It is agreed that every endeavour will be made to amicably resolve grievances or disputes over the application of this Agreement, where they arise, by direct consultation between the parties in dispute. Issues should be resolved at the site level wherever possible.
32.2 To facilitate the speedy and efficient resolution of disputes: the party with the grievance must notify the other party at the earliest opportunity of the problem; throughout all stages of the procedure all relevant facts must be clearly identified and recorded; and sensible time limits must be allowed for completion of the various stages of discussion. However, the parties must co-operate to ensure that the dispute resolution procedure is carried out as quickly as possible.
32.3 If any party fails, within a reasonable time, to follow (or clearly indicates its intent not to follow) any step of this procedure then the non-breaching party will not be obligated to continue through the remaining steps of the procedure, and may immediately bypass the earlier steps of the dispute resolution procedure outlined below, and progress immediately to the Commission.
32.4 Any dispute/s or grievance over the application of this Agreement or in relation to the National Employment Standards will be dealt with in the following manner: The employee concerned will first meet and confer with their immediate supervisor. The employee/s may choose any another person to act on their behalf including a shop xxxxxxx or delegate of their Union. An employee representative will be allowed the necessary time during working hours to discuss the matter with the employee/s and the supervisor. If the matter is not resolved at such a meeting the parties will arrange further discussions involving more senior management as appropriate. The employee may choose to invite a Union official or any other representative to be involved in the further discussions if they so elect. The Company may also invite a representative to be involved in the discussions. If the matter remains unresolved the Company may refer it to a more senior level of management or to another representative. The employee may continue to involve a representative and may choose to invite a more senior Union official or any other representative of the Employee to be involved in the discussions. In the event there is still no agreement the parties will commence a cooling off period of not less than 2 days to assess their respective positions. The process will th...
GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE. Regular discussion shall take place between the employer and employees to identify and alleviate any concerns which may lead to a dispute. In the event of a grievance or dispute the procedures set out below shall be adhered to.
GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE. The objectives of this procedure are to promote the resolution of grievances and disputes by measures based on consultation, co-operation and discussion; to reduce the level of disputation; and to avoid interruption to the performance of work and the consequential loss of service to the community and of wages.
(a) In the first instance, the employee(s) and/or Association representative(s) shall attempt to resolve the grievance or dispute with the immediate supervisor.
(b) If the grievance or dispute remains unresolved, the matter shall be referred to senior management and the appropriate representative of the Association.
(c) It is agreed that steps (a) to (b) shall where practicable take place within seven days.
(d) If the grievance or dispute remains unresolved, the matter shall be referred to the Tasmanian Industrial Commission for hearing and determination in accordance with the provisions of Section 29 of the Industrial Relations Xxx 0000.
GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE. The objectives of this procedure are to promote the resolution of grievances and disputes by measures based on consultation, cooperation, and discussion; to reduce the level of industrial disputation; and to avoid interruption to the performance of work and the consequential loss of service to the community and of wages.
(a) In the first instance, the employee(s) and/or local employee organisation representative(s) shall attempt to resolve the grievance or dispute with the immediate supervisor. The local employee organisation representative shall be present if requested by either party.
(b) If the grievance or dispute is not settled at that stage, the matter shall be referred to the unit, service or departmental head. The local employee organisation representative shall be present if requested by either party.
(c) If the grievance or dispute remains unresolved, the matter shall be referred to senior management and a nominated representative of the executive of the employee organisation.
(d) It is agreed that steps (a) to (c) specified in this clause shall take place within seven days.
(e) If the grievance or dispute remains unresolved, the matter shall be referred to the Tasmanian Industrial Commission for decision, which shall be accepted by all parties as settlement of the grievance or dispute.
(f) Until the grievance/dispute is resolved through any or all of the steps (a) to (e) specified in this clause, work shall continue normally in accordance with custom and practice existing before the grievance or dispute arose, except that the employer may require that the employee undertake alternative professional duties for which the employee is appropriately trained to perform without loss of salary where the grievance/dispute relates to professional misconduct or the provision of patient care. No party shall be prejudiced as to the final settlement of a grievance or dispute by the continuation of work as above.
(g) The foregoing grievance and dispute settling procedure is without prejudice to any statutory rights available to an employee under the provisions of the Tasmanian State Service Act.
GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE.
1.42.1 The grievance and dispute settlement procedures (Dispute Procedure) apply to employment grievances and disputes arising from the application of this Agreement and the relevant provisions of the NES.
1.42.2 The Dispute Procedure also applies to employment grievances and disputes that do not arise from the application of this Agreement or the relevant provisions of the NES with exception to referral to the FWC at clause 1.42.9.1(b) and 1.42.9.2.
1.42.3 Grievances and disputes regarding alleged non-compliance by the University with processes set out in the Agreement (including matters of procedural fairness) when coming to a decision may be brought under this Dispute Procedure but not grievances or disputes about the decision itself.
1.42.4 The following are not covered by the Dispute Procedure:
1.42.4.1 occupational health and safety matters not addressed in the Agreement; and
1.42.4.2 the formation, amendment or rescission of University Policy that accord with the terms of the Agreement.
1.42.5 An Employee may be assisted by a support person or nominated representative with the exception of a University Employee employed in the Employee’s faculty or administrative business division where a conflict of interest exists. For the purpose of this clause 1.42.5, “be assisted by a support person or nominated representative” does not displace or interfere with direct interaction between the Employee and the University when attempting to resolve disputed matters.
1.42.6 The parties will genuinely attempt to resolve grievances and disputes at the workplace in good faith and in confidence. Where possible, grievances should, in the first instance, be dealt with locally, impartially, efficiently and informally.
GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE. The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and the Employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to a single employee or to any number of employees.
3.1.1 In the event of an employee having a grievance or dispute the employee shall in the first instance attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure.
3.1.2 If the grievance or dispute is not resolved under clause 3.1.1, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee or the employee's representative.
3.1.3 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 3.1.9.
3.1.4 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue.
3.1.5 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed.
3.1.6 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the provisions of clause 3.1.9.
3.1.7 A party to the dispute may appoint another person, organization or association to accompany or represent them in relation to the dispute.
3.1.8 Throughout all stages of the procedure all relevant facts shall be clearly identified and recorded.
3.1.9 In the event that the preceding steps have failed to resolve the dispute, either party to this Agreement may re...
GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE. It is agreed that it is in the interest of all parties to manage resolution of any conflict by means which do not disrupt the operations of the workplace. In the event of any workplace grievance and/or disagreement between the parties as to the interpretation or implementation of this Agreement, the following procedure will be followed. This Agreement recognises that employee grievances should be resolved speedily, effectively, and informally between the employee and supervisor where possible and without the need for recourse to industrial action. The following procedure will apply for the resolution of any dispute:
(a) The employee is to notify, in writing or otherwise, the Supervisor the nature of the grievance and the remedy being sought. If, however, the dispute relates to or directly involves the employee’s Supervisor, then the matter shall be referred directly to the next level of management.
(b) A meeting between the employee and the Supervisor is to be held as soon as practicable to discuss the matter. The meeting should be held within forty-eight (48) hours of notification.
(c) If the matter is not resolved at this meeting, the employee may request the Supervisor to refer the matter to the Branch Manager. Further discussions involving all parties are to be held again within forty- eight 48 hours, if practicable.
(d) If the matter is not resolved at this meeting, the employee may request the Supervisor to refer the matter to the General Manager or Chief Executive Officer. Further discussions involving all parties are to be held again within forty-eight 48 hours, if practicable.
(e) If the matter remains unresolved, then either party may refer the matter to the Queensland Industrial Relations Commission in accordance with the Industrial Relations Act 2016 (Qld) for conciliation in the first instance and if necessary, arbitration. Any arbitrated decision will be binding on all parties. This procedure does not preclude either party from raising the issue to a higher stage at any time having regard to the issues involved. While this procedure is being followed, normal work is to continue, except where there are genuine matters of health or safety involved. In this case the employee will not work in an unsafe environment but where appropriate shall accept re-assignment to alternative suitable work/work environment in the meantime. In any steps of this procedure, the employee may be represented by a member or members of the Joint Consultative Committee o...
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GRIEVANCE AND DISPUTE SETTLEMENT PROCEDURE. 23.1 Any dispute about matters arising under this Agreement, during the operation of this Agreement between an employee(s) and the Company, shall be progressed in the following manner:
(a) The employee(s) concerned shall raise the matter with the appropriate leading hand or supervisor for resolution.
(b) If not resolved, the employee(s) will raise the matter with the next most senior manager of the Company for resolution.
(c) If not resolved, the Company and the employees concerned shall make genuine attempts to resolve the matter.
(d) If not resolved, the matter may be referred by either the employee concerned or the Company to the Commission for mediation. Any outcome determined by the Commission cannot be inconsistent with the National Code of Practice for the Construction Industry and the Implementation Guidelines for that Code, or inconsistent with legislative obligations.
23.2 While this procedure is being pursued by the employee(s) concerned, work shall continue as normal.
23.3 During the grievance and dispute settlement procedure outlined in this clause, the employee may elect to be represented by a person of his or her choice.
