Grievance and Disputes Procedure. Pending settlement of any dispute, the same rate of wages/salary or hours worked or conditions of employment that existed prior to the dispute shall apply. Furthermore, until all stages of the procedure have been exhausted there shall be no stoppage of work, partial or general, no lock out, no reduction of output nor any form of industrial action. In a collective disputes situation, a written Failure to Agree should be presented at each Stage after Stage 3. Except in exceptional circumstances, no more than seven days should elapse between each of the progressive stages. All individual grievances should initially be discussed between the team member and the next level of manager. If not resolved at this preliminary stage, the matter should be referred to Stage 1 of the procedure. The following procedure should be used up to (and including) Stage 4 to settle individual team member grievances. The grievance procedure is not to be used as an extension of the disciplinary procedure and cannot be used as a secondary means of appeal against disciplinary action. Collective grievances and disputes may be pursued up to (and including) Stage 5. Any dispute or grievance shall be investigated immediately with a view to resolving the matter and the procedure shall be as follows: A team member who wishes to raise with the Company any matter relating to their Terms and Conditions of Employment or any matter which, in their opinion, adversely affects them shall, in the first instance, raise such matters in writing with their Team Manager. The Team Manager will respond to the grievance in writing. Stage 2 If unresolved, the issue may be referred to a meeting between the team member, the appropriate Union representative (or workplace team member) and relevant manager in an attempt to arrive at a local settlement. Such a meeting may be requested by either party notifying the other and confirming in writing. It should be held within seven working days of the receipt of notification unless otherwise mutually agreed. Collective grievances/disputes will be invoked at Stage 2 of the procedure by either party. Stage 3 If unresolved the issue may be referred to a meeting between the team member, the appropriate Union full time official (or workplace team member) and the relevant manager in an attempt to arrive at a local settlement. Such a meeting may be requested by either party notifying the other and confirming the request in writing. The meeting shall be held within seven wo...
Grievance and Disputes Procedure. 21.1. You are required to notify us in writing or otherwise as to the substance of any grievance.
21.2. You may request a meeting with us for discussions and state the remedy you seek.
21.3. Reasonable time limits must be allowed for discussion of your grievance. We undertake to respond within a reasonable period of you raising the issue with us.
21.4. In an attempt at resolving the difference or dispute, both you and we will be entitled to seek the assistance and involvement of other persons and/or organisations as you or we see fit.
21.5. In the event that mediation proceedings fail, the parties may agree to submit the difference to the arbitration of a mutually acceptable person who may be an agreed mediator, or some other person agreed upon by both parties.
21.6. Neither party involved in the dispute will exercise any of the rights under the Act or any other law governing this Agreement until such time that the settlement attempts have failed.
Grievance and Disputes Procedure. Hazell Bros shall provide equal remuneration for work of equal value that is established in conjunction with action 5.8 of this standard.
Grievance and Disputes Procedure. The following procedure shall be observed for handling grievances and settling disputes. This procedure will not restrict the company representative or an employee’s representative (if any) from making representations to each other.
Step 1. In the first instance the employee, shall explain and discuss the problem with the immediate supervisor.
Step 2. If the matter has not been resolved, the employee may refer it to a nominated representative. Step
Grievance and Disputes Procedure a) In the case of a dispute arising regarding these terms and conditions, the Employer and Consultant will have recourse to and, as necessary, complete the Grievance and Disputes Procedure below.
b) The purpose of this procedure is to deal with problems arising under the Contract. To the greatest extent possible, such problems should be addressed and resolved within the normal structures of the employing authority and at the earliest possible point. The parties recognize the finite nature of resources and agree that issues involving the resourcing of services, roles of hospitals and other general service issues are not amenable to the Grievance and Disputes Procedure. However, the parties further agree that disputes may arise, which although touching on or concerning such issues, are essentially concerned with the operation of the individual contract and are therefore amenable to the procedure.
c) Stage 1 Local level discussions must be undertaken and completed within three months from the date on which each party to a dispute indicates in writing that it wishes to avail of this procedure. Where individual issues of an urgent nature arise, such as difficulties in obtaining locum cover, the Consultant shall have the right to process the matter up to the level of the Chief Executive or his nominated representative /deputy.
d) Stage 2 – Mediation / Adjudication In exceptional cases where resolution at local level does not prove possible, the matter may be referred by way of written submission to the Mediator/Adjudicator by either party. The said submission shall be transmitted in the first instance to the Secretariat who shall immediately forward the complaint to the Mediator/Adjudicator. It is prerequisite to the invocation of this procedure that local discussions have taken place prior to referral to the Mediator/Adjudicator. The Mediator/Adjudicator shall decide whether all avenues at local level have been adequately explored and exhausted and further whether the matter is appropriate for his/her consideration. The respondent will have a period of 6 weeks within which to prepare and lodge a counter statement with the Secretariat and shall forward a copy of same immediately to the complainant. Mediation/Adjudication shall commence within two weeks of the expiry of the aforesaid time limit. Should the dispute not be resolved by mediation the Mediator/Adjudicator shall proceed to issue a recommendation within 4 weeks of the completion of the adjudication hear...
Grievance and Disputes Procedure. The following procedures shall be observed for handling grievances and settling of disputes. These procedures will not restrict an employer or a duly authorised official of an employers' organisation or a duly authorised official of the Union making representations to each other.
(a) The Union and the employer shall notify to each other in writing the names and/or titles of duly accredited job representatives. The accredited Union job representative will be the only person entitled to make representations on behalf of members of his/her Union employed by the employer and the nominated employer's representative will be responsible for dealing with matters raised by the Union job representative.
(b) The accredited Union job representative and employer representative shall make themselves available for consultation as required under the procedures.
(c) In the first instance, the accredited Union job representative shall discuss matters affecting the employees he/she represents with the xxxxxxx or supervisor of those employees. Alternatively, an individual employee may approach his/her immediate xxxxxxx or supervisor for the purpose of resolving his/her grievance.
(d) If the matter is not resolved at this level, the accredited Union job representative should ask for it to be referred to the employer's representative nominated under paragraph (a) above, and the xxxxxxx or supervisor shall do so. The employer's representative shall arrange a conference to discuss the matter within 24 hours or such other period as is agreed with the accredited Union job representative.
(e) If the matter is not resolved at the conference convened under paragraph (d) above, the accredited Union job representative shall advise the appropriate local official of the Union of the matter in issue. A conference on the matter will then be arranged, to be attended by such official or officials and the Union job representative concerned as the Union may decide, and by the designated employer's representative and such other representatives of the employer including his/her association as the employer may decide.
(f) If the matter has not been resolved when the procedures referred to above have been availed of, the employer and the Union should enter into consultation about it at a higher level, on the employer and the Union sides, as the parties consider appropriate.
(g) At any stage in the procedures after consultation between the parties has taken place in accordance with the procedures, e...
Grievance and Disputes Procedure. It is recognised that not all disputes will be dealt with by the guidelines that follow however, where any grievance, industrial dispute or matter likely to create a dispute remains unresolved then it should be dealt with by the process outlined below. In all cases and situations and until the matter is finally determined, all work shall continue in accordance with the practices existing prior to the matter in dispute arising.
1. If an issue cannot be informally resolved between the employee and their immediate Supervisor then the employee may seek advice from union or other representation of their choice and together they may approach the immediate Supervisor.
2. If the issue is not resolved in 1, the employee and their representation will confer with the immediate Supervisor and the next level of Management.
3. If the matter remains unresolved the employee and their representative, and if required, the next level of representation for example, a union organiser, will confer with the appropriate Senior Manager nominated by the company.
4. The parties are totally committed to resolving grievances within the above stages, however, if the matter cannot be settled by the parties they will agree to refer the matter to the NSW Industrial Relations Commission for decision.
5. Each stage of the procedure will be undertaken with all possible speed.
6. The company recognises and accepts that there will be circumstances when the implementation of a contested management decision may be delayed, pending the finalisation of the matter under the above procedures.
7. The employees and their unions also recognise and accept that in some cases, for example, dismissal for serious misconduct, implementation of a decision may occur prior to the commencement or finalisation of these procedures. In these circumstances the Grievance and Disputes Procedure allows management’s action to be reviewed promptly by the parties and ultimately if necessary, by the NSW Industrial Relations Commission.
Grievance and Disputes Procedure. Any dispute or difference arising out of the interpretation of this clause or the procedure followed (other than a personal grievance) shall be heard in accordance with the procedures in the second schedule to the Employment Relations Act 2000.
Grievance and Disputes Procedure. The parties to the Agreement shall observe the following Grievance and Disputes Procedure: The aim of this procedure is to ensure that during the life of the Agreement, industrial grievances or disputes are prevented or resolved as quickly as possible at the level they occur in the workplace. When a dispute or grievance arises the following steps are to be followed:
Step 1. The matter shall be discussed between the employee(s) and the supervisor involved. If the matter remains unresolved follow Step 2.
Step 2. The matter shall be discussed between the employee(s), an employee representative (if requested by either party) and the supervisor involved. If the matter remains unresolved follow Step 3.
Step 3. The matter shall be discussed between the employee(s), an employee representative (if requested by the employee or the Company), the supervisor and the appropriate Department Manager. If the matter remains unresolved follow Step 4.
Step 4. The matter shall be referred to the ECC by having it added to the agenda of its next meeting and discussed in accordance with the ECC's agreed procedures.
Step 5. Emphasis shall be placed on a negotiated settlement. However, if the above negotiation process is exhausted without the issue in dispute being resolved the General Manager shall arrange to:
Grievance and Disputes Procedure. (a) Will attempt to resolve the matter at the workplace level, including but not limited to:
(i) The employee and his or her supervisor meeting and conferring on the matter; and
(ii) If the matter is not resolved at such a meeting, the parties arranging further discussions involving the Managers of DHL’s Sydney Gateway operation or, if appropriate, other senior levels of management; Note: the employee may seek representation from the delegate or the union at the discretion of the employee.
(iii) If the matter is not resolved during such discussions, either party may refer the matter to the Industrial Relations Commission of New South Wales; and
(b) Agree that during the time when the parties attempt to resolve the matter:
(i) The parties will continue to work in accordance with their contract of employment unless the employee has a reasonable concern about an imminent risk to his or her health or safety; and
(ii) Subject to occupational health and safety law, even if the employee has a reasonable concern about an imminent risk to his or her health or safety, the employee must not unreasonable fail to comply with a direction of DHL to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the employee to perform; and
(iii) The parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
