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GRIEVANCE RESOLUTION PROCEDURE Sample Clauses

GRIEVANCE RESOLUTION PROCEDURE. 10.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. 10.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of your choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 Reasonable time limits shall be allowed for the completion of the various stages of the discussions. Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. While the dispute settlement procedures are being followed the parties are to ensure Industrial action does not take place, the status quo prior to the dispute prevails and work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as ...
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GRIEVANCE RESOLUTION PROCEDUREThe District and CEA agree that every effort should be made to informally resolve conflicts and problems at the lowest level prior to initiating the formal grievance process. Employees and administration are expected to use the interest-based problem-solving approach to resolve disputes.
GRIEVANCE RESOLUTION PROCEDURE. 12.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 12.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of their choosing if applicable. (iii) If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer's Manager or Site Manager or a duly appointed company nominee. (iv) If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 12.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least (7) calendar days being allowed for stages 1 to 4). 12.4 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. This procedure shall not prevent the emplo...
GRIEVANCE RESOLUTION PROCEDURE. Definition, Informal Level, Formal Levels Pg. 40 Article XV No Strike Clause Pg. 41 Article XVI Savings Pg. 42 Article XVII Conclusiveness of Agreement
GRIEVANCE RESOLUTION PROCEDUREThe employee and/or their representative must first discuss any grievance with their foreperson or supervisor.
GRIEVANCE RESOLUTION PROCEDUREThe grievance resolution procedure for Employees covered by this part operates as follows: (a) Stage One Where a grievance arises at the swimming centre, an attempt should be made by the aggrieved party and the immediate supervisor to resolve the grievance. (b) Stage Two Where the grievance is unable to be resolved at stage one, the matter should be referred to the Manager, Swimming and Water Safety to attempt to resolve the grievance. Information or advice may be sought from Union representatives or the Department, where appropriate, for timely resolution of the matter. (c) Stage Three Where the Manager, Swimming and Water Safety is unable to resolve the issue, the matter may be referred to the Employer and the President of the SSTUWA, or their nominees, for resolution. Should the matter be unable to be resolved, the grievance may be referred by either party to the Western Australian Industrial Relations Commission for determination.
GRIEVANCE RESOLUTION PROCEDURE. 2 3 A. Structure 4 5 In order to properly administer this Agreement and to dispose of all 6 disputes or grievances which may arise under this Agreement, the 7 following resolution procedures shall be followed. 8 9 1. The Company and the Union, will each designate a 10 representative(s) at each location where persons covered by this 11 Agreement are employed who is empowered to settle all local 12 grievances. 14 2. The Union and Company will, at all times, keep the other 15 party advised through written notice, of any change in authorized 16 representatives. 17 18 3. The General Chair of the Union or his/her designee shall 19 be permitted at any time, to enter departments and facilities of the 20 Company for the purpose of investigating grievances and disputes 21 arising under this Agreement after contacting the Company officer in 22 charge and advising him/her of the purpose of his/her visit. 23 24 B. Grievance Review Board (see diagram page 73-A) 25 26 1. A Grievance Review process will be implemented 27 effective January 2000. This process will consist of three (3) meetings 28 a year, one (1) meeting occurring every four (4) months which will 29 discuss grievances filed and processed forward during the preceding 30 four (4) months. The periods will end April 30, August 31 and 31 December 31 and the reviews will be held the fourth week of May, 32 September and January. To be included in the Grievance Review, 33 grievances must have had the final decision rendered and appealed 34 by the twenty-fifth (25th) day of the last month of the period. The 35 Grievance Review Board will consist of a combination of two (2) 36 representatives of IAM District Office (consisting of a General Chair 37 and designee) and two (2) Company representatives (consisting of at 38 least one (1) individual from Labor Relations and another designated 39 individual). 41 2. One (1) week after the end of the period as stated in B.1. 42 above, Labor Relations and the District Office will exchange lists of 43 appealed grievances during the first week after the end of the months 44 listed in paragraph B.1 above. The first list from Labor Relations will 1 be exchanged with the Union three (3) business days after the end of 2 the month. This will be verified within five (5) business days of the list 3 exchange. Position papers will be exchanged between the parties on 4 or before the 15th of the month (May, September and January). If the 5 15th falls on a weekend or holiday, then it will be ...
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GRIEVANCE RESOLUTION PROCEDURE. Preamble A. A grievance is any feeling of dissatisfaction or unfair treatment which an employee experiences in relation to his work. All employees have the right to seek redress of their grievances. It is in the Industry’s interest that the grievance be resolved at the earliest stage possible. This should happen as near the point of origin as possible. B. All employees should also be made aware that grievances may be submitted without any form of recrimination, or risk of victimisation. S.I. 99 of 2022
GRIEVANCE RESOLUTION PROCEDURESection A - An employee or the Association who believes there is a basis for a complaint regarding his or her employment shall first discuss the matter with his or her immediate supervisor within five (5) days of the event that gave rise to the complaint. Section B - If the matter is not resolved informally, the employee may submit his/her complaint in writing to the immediate supervisor within ten (10) days of the informal conference. The supervisor shall meet with the employee in an effort to resolve the matter. The supervisor shall respond to the written complaint within five (5) days. Section C - If the matter is not resolved at the department level, the employee may, within ten (10) days of the supervisor’s response, submit his or her complaint in writing to the Assistant Director. The Assistant Director shall meet with the employee in an effort to resolve the matter. Following such meeting, the Assistant Director shall respond in writing to the employee within five (5) days of the meeting. Section D - If the matter still remains unresolved, the employee may, within ten Section E - In the event the Library Director’s decision is not acceptable, or if no decision is rendered, the Association may submit the grievance to advisory arbitration. The Arbitrator shall be selected in accordance with the rules and procedures of the American Arbitration Association. The Arbitrator’s fees and expenses shall be borne equally by the employer and the Association. The Arbitrator shall have no power to add to, subtract from, disregard, alter, or modify any of the terms of this Agreement, and shall be limited to the interpretation and application of this Agreement in the award. Section F - Timelines for grievances may be extended upon mutual written consent of both parties.
GRIEVANCE RESOLUTION PROCEDURE. The procedure for resolution of grievances is as follows: Step One: In an effort to resolve the dispute at an early stage, a meeting will be held between the Guild (by its xxxxxxx and/or other representative), the grievant, and PRA’s representative within 15 business days of receipt of the written grievance. All efforts to rightfully adjust grievances shall be made on PRA work time. Step Two: Should the grievance not be resolved in Step One, the Guild may advance the grievance to Step Two by written notice to the Employer within 10 business days after the Step One meeting. If the Guild’s notice requests a Step Two meeting, the Employer and the Guild will meet within 10 business days of the request. If the grievance is not resolved at the Step Two meeting, the Employer will respond in writing to the Guild within 15 business days of the Step Two meeting (or, if no Step Two meeting was requested, within 15 business days after receiving the Guild’s Step Two notice). In the event a written Step Two response from the Employer is not received by the applicable deadline, the grievance shall automatically be deemed denied in writing as of that date and the Guild may move the matter to Arbitration. Resolved grievances must be accompanied by a written agreement between the Guild and PRA. Step Three: Any grievance involving the interpretation, application, administration or alleged violation of this Agreement (but excluding renewal or extension of this Agreement), that is not satisfactorily settled at Step Two (in either meeting or written response) may be submitted to final and binding arbitration by a written Notice to Arbitrate served by either party on the other within twenty (20) business days of the Step Two response or in the event of an automatic denial by lack of a timely response, within fifteen (15) business days of the lapsed employer deadline. Failure to serve a written Notice to Arbitrate within the period outlined above will result in the dismissal of the grievance, with prejudice. The parties mutually recognize the importance of using this period to amicably reach a final resolution of the grievance and thus avoid arbitration. The parties may also agree to extend this period to permit further investigation, discussion, and negotiation for a possible resolution. Upon receipt of a timely Notice to Arbitrate, the parties shall either (a) select an impartial Arbitrator by direct mutual agreement, or, if they cannot reach an agreement, then the Federal Medi...
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