Grievance Dispute Resolution Procedure a) It is the policy of Donut King Northgate to ensure provision of an enjoyable, productive and rewarding workplace for our employees. The workplace should have good communication, respect and cooperation between management and staff. All issues of concern should be dealt with in accordance with the following procedures.
(i) Regular discussion shall take place between the employer and the employee to identify and alleviate any concerns.
(ii) Any workplace problems should wherever possible be settled at the workplace between the employee(s) concerned and the employee’s supervisor. A private meeting will be arranged at a mutually convenient time to discuss the problem.
(iii) If the issue cannot be resolved between the employee(s) concerned and the employee’s supervisor, the employee(s) are within their rights to take the issue to senior management. The employee(s) concerned may elect to appoint a representative to assist him/her at the meeting.
(iv) In the event that the dispute remains unresolved, the parties may refer the matter for private mediation. The employer shall consult with the employees concerned regarding a suitable mediator.
e) Whilst the above procedure is being affected, work should continue normally.
Grievance Dispute Resolution Procedure. • Step 1: Informal Resolution • The Individual Provider and/or a Union representative may confer with the DHS- designated representative and attempt to resolve the issue informally. • Where issues arise involving a Fiscal Intermediary, in recognition of the partnership with Fiscal Intermediaries, the Individual Provider and/or a Union representative may contact the Fiscal Intermediary and attempt to resolve the issue informally. A DHS-designated representative shall be included in or copied on all such communication between the Individual Provider and/or Union representative and the Fiscal Intermediary. • Step 2: Written Grievance • If the Union wishes to initiate a formal grievance, the Union representative, may consult with the Individual Provider. The Union Representative or Individual Provider, shall, on a form supplied by the Union, set forth the grievance in writing, including a statement of the pertinent facts surrounding the grievance, the date on which the incident occurred, the alleged violations of the Agreement, the specific remedy requested, and attach any supporting documentation. Where supporting documentation is required, the Union shall provide such documentation within twenty- one (21) calendar days of filing the grievance. • The written grievance shall be submitted to the DHS-designated representative within twenty- one (21) calendar days of the occurrence of the alleged violation or within twenty-one (21) calendar days of when the Individual Provider or the Union could reasonably have been aware of the incident or occurrence giving rise to the grievance. The written grievance shall be submitted by email. • The DHS designee shall contact the Union representative within seven (7) calendar days of receipt of the written grievance, and schedule a meeting in order to discuss and resolve the grievance. Subsequent to this meeting, DHS shall provide a written response to the grievance to the Union by email within ten (10) calendar days from the date the parties met to discuss the grievance. If the response does not resolve the grievance, the Union may, within twenty- one (21) calendar days of the date the written response is given or due, proceed to Step 4, Arbitration. • Step 3 (Optional): Mediation • As an alternative prior to final and binding arbitration in Step 4, if the grievance is not resolved in Step 2 the parties may choose by mutual agreement to submit the matter to mediation through the Minnesota Bureau of Mediation Services (“BMS”)...
Grievance Dispute Resolution Procedure. 9.1 The purpose of this Grievance/Dispute Resolution Procedure is to allow all parties to this Agreement a system to discuss and resolve all matters of grievance and dispute.
9.2 The parties agree to use all stages in the Grievance/Dispute Resolution Procedure to ensure that all issues receive prompt attention and are resolved if possible by conciliation within the Council.
9.3 During the implementation of the Grievance/Dispute Resolution Procedure, work within the Council will proceed without stoppage or the imposition of any bans, work limitations or restrictions, in which case the status quo shall remain in force. The only exception to this will be in the case of genuine occupational health and safety issues.
9.4 At each stage of the procedure a record should be made of the item and date of discussions and relevant outcomes. Any such record should be signed off as accurate by the employee/s and management. The employee and/or a representative nominated by the employee will contact the relevant Manager/Supervisor and if required the Manager Organisational Development or delegate, and attempt to settle the issue at that level. If the issue is not settled at Stage One, the employee and the nominated representative and if requested the Union Official, will meet with the relevant Manager/Supervisor and the Manager Organisational Development or delegate. If the matter is not settled at Stage Two, the Union Official and if requested, the relevant workplace representative will meet with the relevant General Manager, the employee/s and the Manager Organisational Development.
Grievance Dispute Resolution 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.
a) Where a complaint, grievance or claim arises, it should be settled wherever possible at the workplace.
b) In the first instance the dispute should be referred to the employee's immediate supervisor, who will discuss the matter with the employee(s) concerned. A private meeting will be arranged at a mutually convenient time between the supervisor and the employee to discuss the problem.
c) Should the problem remain unresolved, a further meeting between the supervisor and will be held. The employee concerned may elect to appoint a representative to assist them at the meeting.
d) If the issue cannot be resolved between the employee(s) concerned and the employee’s supervisor, the employee(s) are within their rights to take the issue to senior management.
a) In the event that the dispute remains unresolved, the parties may refer the matter for private mediation. The employer shall consult with the employees concerned regarding a suitable mediator. The employer shall pay for the cost of mediation.
e) Whilst the above procedure is being followed work should continue normally.
PART 2 COMMITMENTS, CONFIDENTIALITY, WORKMANSHIP & QUALITY & SECURITY OF EMPLOYMENT ARRANGEMENTS
Grievance Dispute Resolution Procedure. 22.1 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 Procedure. CLAUSE 2.3 ........................... 6
Grievance Dispute Resolution Procedure. The parties to this Agreement acknowledge that effective communication plays a vital role in enhancing employee relations and preventing grievances or industrial disputation. Continuous improvement in the communication process will therefore be practised throughout the organisation. Of critical importance in this process is the need to resolve matters as expeditiously as possible and maintain high quality customer service. During the implementation of the Grievance/Dispute Resolution Procedure, work within the Council will proceed without stoppage or the imposition of any bans, work limitations or restrictions in which case the status quo shall remain in force, except in the case of genuine occupational health and safety issues.
Grievance Dispute Resolution Procedure. 10.1 The purpose of the Procedure is to provide all parties with a structured process to discuss and resolve all matters of grievance and dispute regarding any matter arising from this Agreement.
10.2 During the implementation of the Procedure, work within the Council and at all Council work locations will proceed without stoppage or the imposition of any bans, work limitations or restrictions whatsoever, except in the case of genuine occupational health and safety issues as defined in the Work Health and Safety Act 2012 (SA).
10.3 At each of the following stages of this Procedure, a record will be made of the discussions, and relevant outcomes. Any employee, and/or a nominated representative on the employee’s behalf, with a grievance or complaint, will promptly raise the matter(s) with the appropriate Supervisor, who will endeavour to resolve the matter as soon as possible. Stage 2 If the matter is not settled at Stage 1, the employee(s), and/or their nominated representative, shall discuss the matter with the appropriate Immediate Manager. Should the matter remain unresolved, the employee(s), and/or the nominated representative, or the Union, may refer the matter to the CEO.
10.4 If the above Procedure does not resolve the grievance, either party, or their representative(s), may apply to the Commission for conciliation and, if the grievance remains unresolved, arbitration, subject to the Commission having jurisdiction to deal with the matter. The parties agree that any arbitrated decision of the Commission will be binding on all parties to the dispute, subject to the parties’ rights of appeal under the relevant legislation.
Grievance Dispute Resolution Procedure. 18.1 The purpose of this procedure is to resolve all matters of grievance and dispute. When the Dispute Resolution Procedure is being utilised, the status quo will apply. City of Xxxxxxx Xxxxx Enterprise Bargaining (Operations) Agreement No. 7 (2014) Page
18.2 At each stage of the procedure a record should be made of the item and date of discussions and relevant outcomes. Any such record should be signed off as accurate by the employee/s and management.
18.3 The following will apply when an employee and their immediate team leader are unable to resolve a dispute: Stage One The employee/s and/or workplace representative will contact the relevant Manager/Coordinator and attempt to settle the issue at that level. Stage Two If the issue is not settled at Stage One, the employee/s and the workplace representative, and if requested the Union Official, will meet with the Manager/Coordinator, and if necessary the Manager Organisational Development or delegate. Stage Three If the matter is not settled at Stage Two, the Union Official, and if required the employer’s workplace representative will meet with the employee/s, the General Manager and the Manager Organisational Development. Stage Four If the matter is not settled at Stage Three the Chief Executive will meet with the Union Official, the employee/s, the Manager Organisational Development and the General Manager. Stage Five If the matter is not settled at Stage Four, the Manager Organisational Development and the Union Official will seek resolution through the South Australian Industrial Relations Commission.
18.4 The process contained in Stages One, Two, Three and Four should be completed within seven (7) working days of the issue being raised at Stage One to ensure its expedient resolution.
18.5 This procedure is not intended to preclude ultimate access by either party to the South Australian Industrial Relations Commission for conciliation or arbitration purposes.
Grievance Dispute Resolution Procedure. 9.1 The purpose of this Grievance/Dispute Resolution Procedure is to allow all parties to this Agreement a system to discuss and resolve all matters of grievance and dispute.
9.2 The parties agree to use all stages in the Grievance/Dispute Resolution Procedure to ensure that all issues receive prompt attention and are resolved if possible by conciliation within the Council.
9.3 During the implementation of the Grievance/Dispute Resolution Procedure, work within the Council will proceed without stoppage or the imposition of any bans, work limitations or restrictions, in which case the status quo shall remain in force. The only exception to this will be in the case of genuine occupational health and safety issues.
9.4 At each stage of the procedure a record should be made of the item and date of discussions and relevant outcomes. Any such record should be signed off as accurate by the employee/s and management. Stage One The employee and/or a representative nominated by the employee will contact the relevant Manager/Supervisor and if required the Manager Organisational Development or delegate, and attempt to settle the issue at that level. Stage Two If the issue is not settled at Stage One, the employee and the nominated representative and if requested the Union Official, will meet with the relevant Manager/Supervisor and the Manager Organisational Development or delegate. Date finalised: Administration Enterprise Agreement No 6 (2011) 8 Stage Three If the matter is not settled at Stage Two, the Union Official and if requested, the relevant workplace representative will meet with the relevant General Manager, the employee/s and the Manager Organisational Development. Stage Four If the matter is not settled at Stage Three, the Chief Executive will meet with the Union Official, if requested the employee’s relevant workplace representative, the Manager Organisational Development and the relevant General Manager. Stage Five If the matter is not settled at Stage Four, the employer, the employee, or their representative(s) may approach the South Australian Industrial Relations Commission for assistance by conciliation and, in the event of it remaining unresolved, by arbitration (subject to the appeal provisions of the South Australian Fair Work Act (1994). The parties shall accept the final outcomes of the arbitration. (Amended 7/9/2011)
9.5 The process contained in Stages One, Two, Three and Four should be completed within fourteen (14) working days of the issue ...
