GRIEVANCE SETTLEMENT PROCEDURE. Grievance submitted to mandatory arbitration:
GRIEVANCE SETTLEMENT PROCEDURE. The parties acknowledge that despite all their efforts, a conflict over the interpretation or application of this agreement may arise between an employee and the Employer during the term of the agreement. Accordingly, without limiting the application of this article, the parties agree to attempt to resolve any conflict before beginning the formal grievance procedure. It is understood that the time period allocated to this conflict resolution is not included in the time limits prescribed by the formal grievance procedure.
GRIEVANCE SETTLEMENT PROCEDURE. (a) It would be beneficial to both employees and Newcastle Newspapers Pty Ltd if issues affecting employees are effectively dealt with informally between the employee or group with the concern and the Production Manager in an environment of mutual trust, co-operation and confidence. The most effective procedure is for the responsibility for resolution to remain as close to the source of the dispute as possible.
(b) In the event of a dispute occurring the status quo shall continue. The employee shall first discuss the matter with the Manager. If the matter is not resolved within a reasonable time it shall be referred to Human Resources and other senior representatives of Newcastle Newspapers Pty Ltd. At any time in the grievance settlement procedure, the employee may seek the assistance of a representative from a union, party to this agreement. If the matter is not resolved within a reasonable time it shall be referred to the Industrial Relations Commission of NSW During the grievance procedure, Newcastle Newspapers Pty Ltd and its employees shall not undertake industrial action against the other party, in relation to the grievance. Production shall continue as normal until a resolution is reached.
GRIEVANCE SETTLEMENT PROCEDURE. 25.01 It is the firm desire of the parties to settle all grievances within the shortest possible time.
(a) Subject to and as provided in section 208 of the Federal Public Sector Labour Relations Act, an employee who feels that he or she has been treated unjustly or considers himself aggrieved by any action or omission of the Employer in matters other than those arising from the classification process, is entitled to present a grievance in the following way:
Step 1: The grievance is submitted in writing to the representative of the Employer authorized to deal with grievances at the first step. Upon request from the employee or from the SGCT-4835 representative if the employee is represented by the SGCT-4835, a meeting of information and mutual explanations to discuss the grievance will be held between the representative of the Employer, the grievor and, if applicable, his or her representative. After the grievance has been examined and if the employee has decided to maintain his or her grievance, the above representative of the Employer communicates in writing its decision to the employee and to the SGCT-4835 if the SGCT-4835 is involved in the grievance.
Step 2: In the event that the grievance is not settled at the preceding step, the employee refers the grievance to his or her division’s Director General for further review. Upon request from the employee or from the SGCT-4835 representative if the employee is represented by the SGCT-4835, a meeting of information and mutual explanations to discuss the grievance will be held with the grievor and, if applicable, his or her representative. After the grievance has been examined and if the employee has decided to maintain his or her grievance, the division’s Director General communicates in writing his or her decision to the employee and to the SGCT-4835 if the SGCT-4835 is involved in the grievance.
Step 3: In the event that the grievance has not been settled at the division’s Director General level, the employee may refer it to the Government Film Commissioner. Upon request from the employee or from the SGCT-4835 representative if the employee is represented by the SGCT-4835 a meeting of information and mutual explanations to discuss the grievance will be held with the grievor and, if applicable, his or her representative. After the grievance has been examined and if the employee has decided to maintain his or her grievance, the Commissioner communicates in writing his or her decision to the employee and to ...
GRIEVANCE SETTLEMENT PROCEDURE. PART 11.
GRIEVANCE SETTLEMENT PROCEDURE. 23.01 It is the firm desire of the parties to settle all grievances within the shortest possible time.
(a) Subject to and as provided in Section 208 of the PSLRA, an employee who feels that he/she has been treated unjustly or considers himself/herself aggrieved by any action or omission of the Employer in matters other than those arising from the classification process, is entitled to present a grievance in the following way:
Step 1: The grievance is submitted in writing to the representative of the Employer authorized to deal with grievances at the first step. Upon request from the Union representative, a meeting of information and mutual explanations to discuss the grievance will be held between the representative of the Employer, the grievor and his/her representative. After the grievance has been examined and if the employee has decided to maintain his/her grievance, the above representative of the Employer communicates in writing to the employee his decision.
Step 2: In the event that the grievance is not settled at the preceding step, the employee refers the grievance to his/her Division Director General for further review. Upon request from the Union representative, a meeting of information and mutual explanations to discuss the grievance will be held with the grievor and his/her representative. After the grievance has been examined and if the employee has decided to maintain his/her grievance, the Division Director General communicates in writing to the employee his decision.
Step 3: In the event that the grievance has not been settled at the Division Director General level, the employee may refer it to the Government Film Commissioner. Upon request from the Union representative a meeting of information and mutual explanations to discuss the grievance will be held with the grievor and his/her representative. After the grievance has been examined and if the employee has decided to maintain his/her grievance, the Commissioner communicates in writing to the employee his decision.
(b) An employee who feels that he/she has been treated unjustly or considers himself/herself aggrieved by any action or omission of the Employer in matters arising from the classification process is entitled to present a grievance. The grievance will be heard by an evaluation specialist chosen by the parties.
GRIEVANCE SETTLEMENT PROCEDURE. 21.1 The parties agree to the principle of ‘natural justice’ for all employees, and a formalised grievance process is available to all employees to ensure they are treated fairly and equitably.
GRIEVANCE SETTLEMENT PROCEDURE. In the event of a grievance in relation to the terms and conditions contained in the Agreement, the following procedure will apply:
12.1 The grievance will be discussed between the employee(s) concerned and the immediate supervisor.
12.2 If the grievance is not settled or an agreed course of action is not found within three (3) working days, either the employee(s) or the immediate supervisor, or their representative(s), can refer the grievance to the Landfill Manager. It is anticipated that the Landfill Manager will attempt to resolve the grievance as quickly as possible and as close to the source of the grievance as possible.
12.3 If the Landfill Manager cannot resolve the grievance or an agreed course of action is not found within five (5) working days, either the employee(s) or the Xxxxxxxx Manager, or their representative(s), may refer the grievance to SRWRA’s nominee for discussion. SRWRA EMPLOYEE COLLECTIVE AGREEMENT 2010
12.4 If the grievance remains unresolved following discussions with SRWRA’s nominee, either party may refer the grievance to the Commission. For these purposes, the Commission may conduct conciliation or arbitration to resolve the grievance. The parties will accept any recommendations of the Commission, subject to any appeal procedures.
12.5 At any stage in the above procedure, either party may refer the grievance to the Commission on the basis that the nature of the grievance is unlikely to be resolved by the abovementioned steps.
12.6 At any stage in the above procedure, either party may be represented. Each party will bear the costs associated with their representative.
12.7 Unless the grievance involves a genuine occupational health and safety hazard, work shall continue in accordance with the terms and conditions of this Agreement whilst the procedure contained herein is followed.
GRIEVANCE SETTLEMENT PROCEDURE a) It would be beneficial to both Employees and the Company if issues affecting Employees are effectively dealt with informally between the Employee or group with the concern and the Operations Manager in an environment of mutual trust, co- operation and confidence. The most effective procedure is for the responsibility for resolution to remain as close to the source of the dispute as possible.
b) In the event of a dispute occurring about any issue including the interpretation of this agreement, the status quo in place immediately before the dispute arose shall continue. The Employee shall first discuss the matter with the Operations Manager. If the matter is not resolved within a reasonable time it shall be referred to Human Resources and other senior representatives of the Company. If the matter is not resolved within a reasonable time it shall be referred to the General Manager of the Company. All parties shall endeavour to resolve disputes as promptly as possible. Unless otherwise agreed, 48 hours shall be deemed the maximum time for a response at any stage of this procedure. At any time in the grievance settlement procedure, the Employee may seek the assistance of a representative, including from the Union. If the matter is not resolved within a reasonable time it shall be referred to the Industrial Relations Commission of NSW for conciliation, and if a resolution is unable to be reached, arbitration. During the grievance procedure, the Company and its Employees shall not undertake industrial action against the other party, in relation to the grievance. Production shall continue as normal until a resolution is reached.
