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 ...
GRIEVANCE RESOLUTION PROCEDURE. The 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. 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 PROCEDURE. 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 utilized 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. In the event of issues arising relative to this Certified 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 effect 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 and/or employee representative of their choosing if applicable.
(iii) If the matter is still not settled, then a conference shall be held between the employee and employee’s 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 in an endeavour to resolve the issue between the parties by mediation by a member of the Commission agreed by the employer and the relevant employees or their representative. 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 seven (7) calendar days being allowed for stages 1 to 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 employer, the employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise...
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 ...
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 PROCEDURE. The employee and/or their representative must first discuss any grievance with their foreperson or supervisor.
GRIEVANCE RESOLUTION PROCEDURE. The 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 a) BCSC and it’s employees recognise that individual and group problems will arise from time to time and it is necessary to resolve these matters promptly and through open communicational;
b) Subject to the Industrial Relations Act 1996 (NSW), a grievance is a compliant or concern made by an individual or group in an organization about a work issue, including an act, omission, situation or decision;
c) A grievance shall be dealt with in the following manner:
i) The Employee(s) shall attempt to solve the grievance with their immediate Supervisor
ii) Should the matter remain unresolved, or where discussion with the immediate Supervisor is inappropriate, the employee(s) will notify the Operations Manager or BCSC’s Human Resources Manager of the grievance;
iii) The Manager or BCSC’s Human Resources Manager will arrange a meeting with employee(s) within 7 days of notification, or as otherwise agreed to attempt a resolution of the grievance;
d) The employee(s) will be entitled to have a union representative or nominee present during any of these stages;
e) Should the matter remain unresolved, the matter may be referred to the Industrial Relations Commission of NSW for conciliation and arbitration;
f) While the above procedure is being followed, work will continue normally where it is agreed there is an existing practise, but in other cases, work will continue on the Manager’s instruction. No party will be prejudiced as to the final settlement by continuation of work.
GRIEVANCE RESOLUTION PROCEDURE. 50.1 The grievance resolution procedure covers grievances about worksite matters affecting Employees that are within the control or responsibility of the Employer or its Employees. Any resolution of a grievance under these procedures must be capable of being implemented at the workplace/worksite. This clause does not bind swimming instructors, whose procedure is outlined in clause 48.12 of this Agreement.
50.2 This grievance resolution procedure excludes those grievances more appropriately dealt with by legislation or policy involving such matters including:
(a) sexual harassment;
(b) equal opportunity;
(c) occupational safety and health;
(d) Public Sector Commission – Commissioner’s Instructions or the Public Sector Commission’s Code of Ethics;
(e) performance and disciplinary matters; and
(f) criminal behaviour.
50.3 This grievance resolution procedure has been developed to achieve the following objectives:
(a) resolution of grievances at the workplace level;
(b) the right of Employees to approach the Employer or the Union for advice or assistance without any repercussions;
(c) grievances are dealt with in accordance with the principles of natural justice and due process;
(d) Employees are informed of their rights and responsibilities in the grievance resolution process;
(e) there is a proper consideration of the facts and circumstances relating to the grievance; and
(f) decisions are impartial, transparent and capable of review. Whilst the grievance is the subject of this grievance resolution process, the status quo prevailing before the grievance was lodged will remain, unless otherwise agreed between the parties to the grievance, or where the maintenance of the status quo is impractical.
50.4 Where a representative of the Union or the Employer provides an Employee with assistance in formulating a grievance, that person must exclude themselves from the Consultative Committee hearing the grievance where there is a conflict of interest or they cannot act without bias.
50.5 Fundamental principles in dealing with grievances are as follows:
(a) discussion and resolution should be within a general framework of co-operation, which emphasises prevention of further grievances rather than just a resolution of the immediate matter;
(b) as far as possible, grievances should be handled using the normal line management structure;
(c) all Employees involved in the grievance and their representatives must act in good faith, with a genuine desire to resolve any grievan...
