Common use of Grievance Dispute Resolution Procedure Clause in Contracts

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. 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 work 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. 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. 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 work 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 People and Culture 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 People and Culture or delegate. If the matter is not settled at Stage Two, the Union Official and if requested, the relevant workplace representative Workplace Representative will meet with the relevant General Manager, the employee/s and the Manager Organisational DevelopmentPeople and Culture.

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 work 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 C People and Culture Business Partner or delegate, 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 People and Culture Business Partner or delegate. If the matter is not settled at Stage Two, the Union Official and if requested, the relevant workplace representative Workplace Representative will meet with the relevant General Manager, the employee/s and the Manager Organisational DevelopmentPeople and Culture.