Grievance & Dispute Resolution. The intention of this procedure is to facilitate the timely resolution of grievances and disputes between the employer and employees, provide for parties to nominate a representative of their choosing, and prescribe a role for independent determination of the matters if the parties are unable to settle the matter themselves. The scope of the procedures is to be construed widely, so as to facilitate dispute resolution. Any grievance, industrial dispute, or matter likely to create a dispute which pertains to the relationship between the employer and any of the employees covered by this Agreement must be dealt with as set out below. An employee or the employer may be represented at any stage in this procedure by a representative of their choosing. An employee must, in the first instance discuss and attempt to resolve grievances or issues with their immediate supervisor. The employee may request to be accompanied by their nominated workplace representative. If the matter is not resolved at first instance the matter may be referred to higher management who will discuss the matter with the employee’s chosen representative, who may be external to the workplace. If the matter is still not resolved, the employer and the employee/s will meet and confer and discuss whether they can agree upon an independent conciliator, mediator or arbitrator to assist in the resolution of the matter. In the event that the employer and the employee/s are able to agree on an independent conciliator, mediator or arbitrator to assist in the resolution of the matter, both parties will notify such person or body. At this stage the independent body will be empowered to conciliate, mediate or, as a last resort, arbitrate a resolution to the matter. In the event that the employer and the employee/s cannot agree upon an independent conciliator, mediator or arbitrator, or such person is unable to settle the grievance or dispute, then either the employer or the employee may refer the matter to the AIRC. The AIRC is empowered to conciliate or, as a last resort, arbitrate a resolution to the dispute. Where a dispute is referred to an independent body, the body shall have the power to do all things as are necessary for the resolution or determination of the matter in dispute. This includes the exercising of procedural powers in relation to directions, hearings, witnesses, evidence and submissions which are necessary to make the arbitration effective. Without prejudice to either party, work shall c...
Grievance & Dispute Resolution. (1) The Department's Policy E12, Grievance Resolution, as amended from time to time, applies to the Medical Officer and the Service.
Grievance & Dispute Resolution. In relation to any grievance or dispute an employee has regarding his/her work or work relationships, the employee will attempt to resolve the matter at the workplace level with his/her manager. Where an employee considers that a grievance or dispute has not been satisfactorily resolved at the workplace level, he/she may seek to have the grievance or dispute dealt with by his/her manager’s supervisor. An employee must notify Ranaz Pty Ltd in writing as to the substance of the grievance and dispute and his/her concerns. The employee must allow the matter to be resolved, in good faith, at workplace and management level within Ranaz Pty Ltd before seeking resolution involving an independent third party. Where Ranaz Pty Ltd and an employee cannot resolve a grievance or dispute, Ranaz Pty Ltd will agree to mediation involving an agreed third person or organisation. The costs of such mediation will be shared equally by Xxxxx Xxx Ltd and the employee. Where mediation is unsuccessful, the matter will be resolved by Ranaz Pty Ltd in its sole discretion but consistent with this agreement. During the time when a matter is the subject of dispute mediation or resolution, employees will continue to work in accordance with this agreement unless they have a reasonable concern about an imminent risk to their health or safety. Even with this “reasonable concern”, but subject to relevant provisions of any State or Territory occupational health and safety law, employees must not unreasonably fail to comply with a direction by Xxxxx Pty Ltd to perform other available work. Available work may be at the same workplace or another workplace. An employee may appoint another person or organisation of their choice to support or represent them in any grievance or dispute resolution process. A decision or direction that is lawful, reasonable and consistent with this agreement cannot be the subject of grievance or dispute resolution under this section.
Grievance & Dispute Resolution. If the resolution results in the advancement being granted, any increase in wages will be backdated to the relevant anniversary date.
Grievance & Dispute Resolution. 36.1 From time to time employees will have complaints and grievances.
Grievance & Dispute Resolution. 19.1 This procedure aims to resolve grievances and disputes prior to the engagement of
Grievance & Dispute Resolution. 26.1 In the event of a dispute between the Council and an employee or employees concerning any aspect of work, the following procedure shall apply:
Grievance & Dispute Resolution
