Grievance/Dispute Settlement Procedure. A formalised grievance/dispute resolution process is available to all employees to ensure they are treated fairly and equitably. It is the aim of both parties to ensure that grievances/disputes are resolved as quickly as possible and as close to the source of the grievance/dispute as possible.
(a) Employee(s) should, in the first instance, seek to resolve any grievance/dispute amicably. If still unresolved inform immediate supervisor who should seek to resolve any grievance/dispute with the employee(s) concerned. If the employee and supervisor are unable to resolve the grievance/dispute, the matter shall be referred to the next level of management.
(b) If the matter is not resolved at Stage 1, the employee(s) may report the issue to their nominated representative. Where the grievance/dispute is proceeded with, the nominated representative and the employee(s) will discuss the issue with the employee’s Manager in order to seek resolution.
(c) If not resolved at Stage 2 the issue will be referred to the Australian Industrial Relations Commission for conciliation and arbitration.
(d) Either party can be represented in the Australian Industrial Relations Commission
(e) Whilst the above process is being undertaken, work shall continue as normal.
Grievance/Dispute Settlement Procedure. 1. The purpose of the grievance procedure is to resolve all normal work related problems that may arise as quickly as possible. Parties should always confer in good faith and without delay.
2. Management always stands ready to discuss matters that concern employees.
3. When a problem concern or grievance arises, the Departmental Supervisor is the first contact. The supervisor is best placed to understand the employees problems.
4. It is supervisors and management’s obligation to reply to all matters raised by employees either with an answer or to advise that more time is required.
5. Following the grievance procedure" means that if the matter is not settled with the Supervisor, then the employee and/or union delegate can ask the Supervisor to refer the matter to the next higher authority, and so on up to the level of authority as in the procedure illustrated.
6. At any stage, depending on the seriousness of the matter, management may call the employees together to fully discuss the matter. The employees also through their Supervisor, can request a meeting with management for the same reason. This type of meeting would be on paid time.
7. Provided the formal grievance procedure is followed then the existing agreement for paid union meetings will be honoured.
8. Certain other meetings may be paid for example where employees are to hear a report back from a union, depending upon circumstances and relating only to ‘domestic’ issues already under discussion.
9. While any grievance or disagreement is being discussed as above all employees should remain on the job and work normally.
10. If employees decide to hold a stop work meeting on their own they will not be paid for the time lost.
11. It is recognised that all parties have the common interest ‘to satisfy the customer at all times’.
Grievance/Dispute Settlement Procedure. Any grievance, industrial dispute or matter likely to create a dispute is to be dealt with in accordance with the manner set out hereunder:
2.2.1 The parties to the Agreement are obliged to make every endeavour to facilitate the effective functioning of these procedures.
Grievance/Dispute Settlement Procedure. Any grievance, industrial dispute or matter likely to create a dispute is to be dealt with in accordance with the manner set out hereunder:
2.2.1 The parties to the Agreement are obliged to make every endeavour to facilitate the effective functioning of these procedures.
2.2.2 The parties or their representative(s) will make themselves available for consultation as required under these procedures.
2.2.3 The employee or employee representative should discuss any matter affecting an employee with the current manager of the patient care area in which the grievance, dispute or likely dispute exists.
2.2.4 If the matter is not resolved at this level, the employee or employee representative should ask for it to be referred to an appropriate manager who will arrange a conference to discuss the matter.
2.2.5 The consultation process as described in 2.2.4 will be commenced within 24 hours of the grievance, dispute or likely dispute having been indicated, or within such longer or shorter time as may be agreed by the parties.
2.2.6 If a matter cannot be resolved using the above procedures, the parties should enter into consultation at a higher level on both sides, as the parties consider appropriate. At this level of consultation officers of the DHA or DCSI, and Office for the Public Sector as appropriate, may be involved.
2.2.7 At any stage in the procedures after consultation between the parties has taken place in accordance with the procedure, either party may request and be entitled to receive a response to its representations within a reasonable time as may be agreed upon by the parties.
2.2.8 If the grievance, dispute or likely dispute is not resolved in accordance with these procedures either party may refer the matter to the IRCSA for conciliation or in the event that conciliation fails to fully resolve the matter for determination, the IRCSA may then:
(i) Arbitrate the dispute; and
(ii) Make a determination that is binding on the parties to the dispute. Note: If the IRCSA arbitrates a dispute, it may also use the powers that are available to it under the Fair Work Act 1994 (SA). A decision that the IRCSA makes when arbitrating a dispute is agreed by the parties as being a determination for the purpose of Division 4 of Part 3 of Chapter 5 of the Fair Work Act 1994 (SA). Therefore, an appeal may be made against that decision.
2.2.9 Without prejudice to either party, and except where a bona fide health and safety issue is involved, work should continue on a sta...
Grievance/Dispute Settlement Procedure. 12.1 The purpose of this clause is to provide a process of procedural fairness for the resolution of grievances/disputes.
12.2 Unless otherwise provided for in this agreement, a dispute / grievance about all matters pertaining to the employment relationship, or the National Employment Standards (NES), must be dealt with by this clause, other than termination of employment.
12.3 An Employee may submit a grievance /dispute over a matter pertaining to the employment relationship, or the NES, and the procedure must be followe d to resolve the grievance/dispute.
12.4 CFA FRV may raise a grievance/dispute over a matter pertaining to the employment relationship, or the NES. In circumstances where CFA FRV raise the dispute/grievance, CFA FRV will follow all aspects of this clause in order to resolve the grievance/dispute and references to the Employee and references to CFA FRV will be reversed.
12.5 CFA FRV management representatives and the Employee are expected to make a sincere effort to reconcile their differences in a cooperative problem -solving manner. This includes but is not limited to a reasonable response to all concerns raised by the other party.
Grievance/Dispute Settlement Procedure. 2.4.1 The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and the Employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedure shall apply to a single employee or to any number of employees.
2.4.2 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 foreperson/supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances or in any case within 24 hours of the matter being raised.
2.4.3 If the grievance or dispute is not resolved under sub-clause 2.4.2 hereof, 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.
2.4.4 If the grievance or dispute is still unresolved after a further 24 hours following discussions listed in 2.4.3 hereof, the matter shall,be reported to more senior levels of management as appropriate. This should occur as soon as it is evident that discussions under sub-clause 2.4.3 hereof will not result in resolution of the dispute. A party to the dispute may appoint another person, organisation or association to accompany or represent them in relation to the dispute.
2.4.5 If, after discussion between the parties, or their nominees mentioned in sub-clause 2.4.4, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then nothing shall prevent either party from referring the matter to the Australian Industrial Relations Commission (AIRC)
Grievance/Dispute Settlement Procedure. The Grievance procedure in this Agreement shall apply to any disputes which affect the Committee.
Grievance/Dispute Settlement Procedure. This clause is to the same effect as the previous Agreement, providing that referral of disputes will be to the IRCSA for conciliation and/or determination where appropriate. A grievance and dispute settlement clause is a requirement of all Enterprise Agreements. It is designed to, wherever possible, ensure that grievances about industrial matters are addressed at the enterprise or local level in the first instance.
Grievance/Dispute Settlement Procedure a) It is the policy of Golden Electronics 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.
b) All issues of concern should be dealt 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 should 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 employer(s) concerned and the employee’s supervisor, the employee(s) are within their rights to take the issue to senior management.
(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. If the matter is referred to mediation both parties to the dispute shall agree to participate in the mediation process in good faith.
(v) The parties acknowledge the right of either party to appoint another person to act on their behalf in the mediation process.
c) Whilst the above procedure is being affected, work should continue normally.
Grievance/Dispute Settlement Procedure. 29.1 This procedure shall conform to the requirements of Part 13 the Act.
29.2 The following procedure shall be implemented to:
(a) deal with any question, dispute or difficulty arising from the interpretation, application or operation of this Agreement; or
(b) deal with any other dispute or difficulty arising between the Company and its employees of an industrial nature and shall aim to settle any such matter to the satisfaction of both the Company and its employees.
29.3 The grievance and dispute settlement procedure shall operate in the following manner:
(a) Work shall continue without any industrial action or other sanctions during the operation of the procedure. It is agreed that the status quo of any grievance or matter in dispute shall remain until a final resolution is reached. Such resolution may, if necessary, be reached by arbitration.
(b) The grievance or difficulty in the first instance shall be discussed between the employee or employees raising such matter with the immediate supervisor and shall aim to settle any such matter to the satisfaction of both the Company and its employees.
(c) If the discussions are unsuccessful at this stage, the matter may then be referred to more senior management (which may include representatives from the Human Resources Department).
(d) All parties to a grievance or dispute reserve the right to involve a representative of their choice which may include an SDA delegate during any stage of the procedure. Should the matter remain unresolved at the conclusion of paragraphs (a), (b) and (c) of this subclause then either party may notify any of the following members of the Australian Industrial Relations Commission: Commissioner Xxxxxxxxxx, Commissioner Xxxxxx and Commissioner Cargill, who may resolve the matter by conciliation or Arbitration.
(e) For the avoidance of any doubt only the nominated member or members are empowered to resolve disputes. Any Arbitrated decision will be final and both parties agree to be bound by the outcome.
29.4 While reasonable time limits shall be allowed for the satisfactory resolution of the matter(s) in dispute, the matter shall be dealt with as quickly as time will allow, based on the urgency of the matter.
