GRIEVANCE AND DISPUTE SETTLING PROCEDURE. In the event of a grievance the following procedure shall be followed:
1. Employee to raise the matter with their immediate supervisor/site manager
2. If unresolved then refer the matter to the owner or manager above the immediate supervisor
3. If matter is not resolved either party may refer the issue to mediation. During this process employees are entitled to third party representation. Until the matter is determined, work shall continue normally. A party will not be prejudiced in the final settlement by the continuation of work in accordance with this clause. The parties must co-operate, ensuring that these procedures are carried out expediently.
GRIEVANCE AND DISPUTE SETTLING PROCEDURE. The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an 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.
2.2.1 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.
2.2.2 If the grievance or dispute is not resolved under clause 2.2.1, 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.
2.2.3 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 2.2.5.
2.2.4 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.2.2, the matter shall be reported to senior management of the employer or the employer's nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.2.2 will not result in resolution of the dispute.
2.2.5 If, after discussion between the parties, or their nominees mentioned in clause 2.2.4, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Australian Industrial Relations Commission (The Commission) or an agreed private alternative dispute resolution provider with a request to assist conciliation between the parties.
2.2.6 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue.
2.2.7 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed.
2.2.8 All ...
GRIEVANCE AND DISPUTE SETTLING PROCEDURE. (a) The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an 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 single employee or to any number of employees.
(b) In the event that 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 part in the procedure.
(c) If the grievance or dispute is not resolved under clause 11, 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.
(d) 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 grade of management beyond that of the supervisor concerned. If there is no grade of management beyond that involved in the allegation the employee may proceed directly to the process outlined at sub-clause (e).
(e) If the grievance or dispute is still unresolved after discussions listed in sub-clause
GRIEVANCE AND DISPUTE SETTLING PROCEDURE. In the event of any dispute arising in connection with any part of this Agreement the dispute will be processed through the Dispute Settlement Procedure Part 3 in this Agreement. PART 3 - EMPLOYER AND EMPLOYEES' DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTS
3.1 Employment conditions
3.1.1 All terms and conditions of the relevant Award/s that are applicable to the Trainee or would be applicable to the Trainee but for this Award shall apply unless specifically amended by this Award.
3.1.2 A Trainee shall be engaged as a full-time employee for a maximum of one year's duration provided that a Trainee shall be subject to a satisfactory probation period as approved by the Training Recognition Council which may be reduced or extended by the Training Recognition Council on application by the employer or Trainee. By agreement in writing, and with the consent of the Training Recognition Council, the relevant employer and the Trainee may amend the duration of the Traineeship and the extent of Approved Training provided that any agreement to amend is in accordance with the relevant Traineeship Scheme. Where the Trainee completes the minimum training requirements of the Traineeship earlier than the time specified in the Training Contract then the Traineeship may be concluded by in accordance with the provisions of the Training and Employment Act 2000.
3.1.3 The Trainee is permitted to be absent from work without loss of continuity of employment and/or wages to attend the training in accordance with the Training Contract.
3.1.4 Where the employment of a Trainee by an employer is continued after the completion of the Traineeship period, such Traineeship period shall be counted as service for the purposes of any relevant Award or any other legislative entitlements.
3.1.5 A Trainee who fails to either complete the Traineeship or who cannot for any reason be placed in full- time employment with the employer on successful completion of the Traineeship shall not be entitled to any termination, change or redundancy payment or any such like payment.
GRIEVANCE AND DISPUTE SETTLING PROCEDURE. In the event of any dispute arising in connection with any part of this Agreement the dispute will be processed through the Dispute Settlement Procedure Part 3 in this Agreement. PART 3 - EMPLOYER AND EMPLOYEES' DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTS
GRIEVANCE AND DISPUTE SETTLING PROCEDURE. 11.1 If a dispute relates to:
(a) a matter arising under the agreement; or
(b) the National Employment Standards; this clause sets out procedures to settle the dispute.
11.2 An Employee who is party to the dispute may appoint a representative for the purpose of the procedures in this clause.
11.3 In the first instance, the parties must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and relevant supervisors and/or site management. If the dispute is not resolved at the workplace level within seven days, the matter may be referred to the General Manager People & Culture or Senior Management of Trident by the Employee.
11.4 If the dispute is not resolved within 21 days of referral to the General Manager People & Culture or Senior Management, a party to the dispute may refer the matter to the FWC.
11.5 The FWC may deal with the dispute in two stages:
(a) the FWC 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 FWC is unable to resolve the dispute at the first stage, the FWC may then:
(i) arbitrate the dispute; and
GRIEVANCE AND DISPUTE SETTLING PROCEDURE. 17.1 Any grievance, industrial dispute, or matter likely to create a dispute arising from this Agreement should be dealt with in the following manner:
17.2 The employee (with appropriate employee association or other representative if desired) should discuss any dispute affecting that employee with his/her supervisor.
17.3 If the matter is not resolved in accordance with 18.2 (where relevant the appropriate employee association shall be formally advised of the matter in issue) a conference on the matter will be arranged to be attended by the employee concerned and the employee association or an employee representative and the Secretary of the Joint Parliamentary Service Committee or other Chief Officer and a representative of the Office for the Public Sector or such other representative as the Secretary may decide.
17.4 The consultation process as prescribed in 18.3 shall commence within 24 hours of the dispute or likely dispute having been notified or such other period as may be agreed by the parties.
17.5 At any stage in the procedure, after consultation between the parties has taken place in accordance with the procedures, either party may request and be entitled to receive a response to its representatives within a reasonable time as may be agreed upon by the parties.
17.6 If the dispute or likely dispute is not resolved or there is undue delay on the part of the any party in responding to the matter, either party may refer the matter to the Industrial Relations Commission of South Australia. Such referral is subject to the provisions of the Parliament (Joint Services) Act 1985.
GRIEVANCE AND DISPUTE SETTLING PROCEDURE. 3.1.1 The matters to be dealt with in this procedure will include:
(a) A matter arising out of this Agreement;
(b) A matter pertaining to the relationship between Anglicare SQ and employees covered by this Agreement;
(c) An industrial matter; or
(d) The National Employment Standards. Such procedures will apply to a single employee or to any number of employees.
3.1.2 In the event of an employee having a grievance or dispute the employee will in the first instance attempt to resolve the matter with the immediate supervisor, who will 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.
3.1.3 If the grievance or dispute is not resolved under clause 3.
GRIEVANCE AND DISPUTE SETTLING PROCEDURE. 3.1.1 The objectives of this procedure are to:
(a) promote the prompt resolution of grievances and dispute by consultation, co-operation and discussion; and
(b) reduce the amount of disputation.
3.1.2 The following procedure to resolve and settle all grievances will apply:
(a) in the first instance the employee shall attempt to resolve the grievance with the employee’s immediate superior;
(b) if the grievance is still unresolved, the matter shall be referred to the appropriate level of management;
(c) if the grievance is still unresolved, the employee representative shall consult with the appropriate level of management;
(d) if the grievance is still unresolved, then senior management and the employee representative shall be advised and a meeting of all parties arranged;
(e) if the matter is not resolved then the issue will be referred to the General Manager and if the matter is still unresolved the matter can be referred to the Chief Executive Officer;
(f) it is agreed clause 3.1.2
(a) to (c) shall take place, wherever possible, within 7 days; clause 3.1.2 (d) within 14 days and clause 3.1.2 (e) within 28 days;
(g) work shall continue normally in accordance with the custom and practice existing before the grievance arose until the grievance is resolved except in the instance of a health or safety issue;
(h) if the matter is still unresolved it shall be submitted to the Commission for conciliation and /or arbitration.
GRIEVANCE AND DISPUTE SETTLING PROCEDURE. Any grievance, industrial dispute or matter likely to create. a dispute should be dealt with in the following manner:
1) The parties to the procedure are obliged to make every endeavour to facilitate the effective functioning of this procedure.
2) The Union and the Agency should notify to each other in writing the names of their duly accredited representatives who would be responsible, in the first instance, for matters arising on the job. The job representative (s) of the Union thus accredited will be the only person (s} entitled to make representations on behalf of members of the Union employed by the Agency and the agency representatives thus accredited will be responsible for dealing with matters raised by the Union job representatives.
3) The accredited representatives shall make themselves available for consultation as required under the procedures.
4) The accredited Union representative should discuss any matter affecting an employee with the supervisor in charge of the section or sections in which the grievance, dispute or likely dispute exists.
5) If the matter is not resolved at this level the Union representative should ask for it to be referred to the agency representative nominated under (2) above, who shall arrange a conference to discuss the matter.
6) The consultation process as prescribed in sub-clause (5) shall be commenced within 24- hours of the grievance, dispute or likely dispute having been indicated, or within such longer or shorter period as may be agreed by the parties.
7) If the matter is not resolved at the conference convened under sub-clause (6), the Union representative shall advise the appropriate official of the Union of the matter in issue and a conference on the matter will' be arranged to be attended by the official or officials and the Union job representative concerned as the Union may decide, and by the designated agency representative and such other representatives, which may include the Department of Labour, Industrial Relations Branch, as the Agency may decide.
8) If a matter cannot be resolved when the above referred to procedures have been availed of, the Agency and the Union should enter into consultation at a higher level on both sides, as the parties consider appropriate. At this level of consultation, the Department of Labour, Industrial Relations Branch, should be involved.
9) At any stage in the procedures after consultation between the parties has taken place in accordance with the procedures, either party...
