Individual Grievances or Workplace Disputes Sample Clauses

Individual Grievances or Workplace Disputes. In the event of a grievance or dispute arising in the workplace the procedure to be followed to resolve the matter will be as follows: (a) The relevant supervisor/manager will meet with the employee(s) concerned and will discuss the matter. The parties shall, where practicable, meet within 72 hours of the dispute being notified. A teleconference will be deemed as meeting the requirements of this clause 11.2. (b) If the matter is not resolved at that meeting, or at such other time that might be mutually agreed by the parties, further discussions shall be arranged between the employee(s) and the nominated senior levels of management. The parties shall, where practicable, meet within one (1) week of senior management being notified that the meeting with the relevant supervisor/manager has not resolved the matter. (c) If the matter is not resolved at that meeting, or at such other time that might be mutually agreed by the parties, further discussions shall be arranged between the employee(s) and the nominated senior levels of management including the Human Resource Senior Manager or their delegate. The parties shall, where practicable, meet within one (1) week of the Human Resource Senior Manager or their delegate being notified that the meeting with the relevant supervisor/manager has not resolved the matter. (d) If the matter is unresolved and is in dispute the employee or the Company may refer the matter to FWC to settle any dispute that is: (i) About any matters arising under this Agreement, and/or (ii) In relation to the application an operation of the NES. (e) In dealing with a dispute under this clause, FWC shall initially attempt to settle the dispute by conciliation. If conciliation fails to settle the dispute, FWC may arbitrate the dispute.
Sample 1
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Individual Grievances or Workplace Disputes. 11.1. If a dispute relates to: (a) a matter arising under the Agreement; (b) the NES; or (c) sub-clauses 16.9, 35.10(a), 35.14(a), 44A and 47.8, this clause sets out the procedure to settle the dispute. 11.2. A Pilot who is party to the dispute may appoint a representative for the purposes of the procedures under this clause. 11.3. In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Pilot or Pilots and relevant supervisors and/or management. 11.4. If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the FWC. 11.5. The FWC may deal with the dispute in two (2) stages: (a) the FWC will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the FWC is unable to resolve the dispute despite reasonable attempts at conciliation the FWC may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties, and: (iii) if the FWC arbitrates the dispute, it may also use the powers that are available to it under the Act; and (iv) a decision that the FWC makes when arbitrating a dispute is a decision for the purpose of Part 5.1, Division 3 of the Act and an appeal may be made against the decision. 11.6. While the parties are trying to resolve the dispute using the procedures in this clause: (a) a Pilot must continue to perform the Pilot’s Duty as the Pilot would normally unless the respective Pilot has a reasonable concern about an imminent risk to their health or safety and/or the health and safety of another person; and (b) a Pilot must comply with a direction given by the Company to perform other available Duty at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Pilot to perform; or (iv) there are other reasonable grounds for the Pilot to refuse to comply with the direction. 11.7. The parties to the dispute agree to be bound by a decision made by FWC under sub-clause 11.5.
Sample 1

Related to Individual Grievances or Workplace Disputes

  • GRIEVANCES AND ARBITRATION Should any dispute or grievance arise be­ tween the Employer and the Union or be­ tween the Employer and its employees, con­ cerning the application and/or construction of this Contract, the parties agree that such matter shall be adjusted, if possible, by ne­ gotiations. In the event the dispute or griev­ ance cannot be resolved by negotiations within fifteen (15) days after the inception of the matter in dispute, then it shall be sub­ mitted immediately to a Board of Arbitra­ tion, consisting of three (3) persons, for final and binding decision. Either party may in­ stitute said arbitration proceedings by giving the other party notice thereof in writing, naming one person to act on his behalf on said Arbitration Board; and the other party shall, within five (5) days after receipt of such written notice, name one person to act on his behalf on said Arbitration Board. These two so selected shall designate the third member or referee of the Board. In the event these two so selected shall be unable, within fifteen (15) days, to agree upon the third member or referee, then the third mem­ ber of the Board shall forthwith be desig­ nated under the rules and procedures of the Federal Mediation and Conciliation Service. The Board shall hold hearings and render its decision in writing within thirty (30) days with respect to a dispute under Article I, Section 1.2(d) and within ninety (90) days with respect to any other dispute. The Board’s decision shall be final and binding upon the grievant employee, the Union and the Employer. The decision of any two mem­ bers of the Board shall be the decision of the Board. If the parties shall agree upon one person to act as Arbitrator, his decision shall be as binding as that of a Board of Arbitra­ tion. The compensation and expense, if any, of witnesses and the cost of other evidence shall be borne by the party on whose behalf witnesses are called or the evidence is in­ troduced. Each party shall pay for the com­ pensation and expenses of the Arbitrator appointed by it. The compensation and ex­ penses of the third Arbitrator and all other costs incurred in conducting the arbitration proceedings shall be borne equally by the parties hereto.

  • Employee Grievances (a) Grievances on behalf of employees shall be handled as follows:

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Submission of Grievances A. Any employee or group of employees shall have the right to present a grievance. No employee or group of employees shall be hindered from or disciplined for exercising this right. B. If any two (2) or more employees have essentially the same grievance they may, and if requested by the County must, collectively present and pursue their grievance if they report to the same immediate supervisor. C. If the grievant is a group of more than three (3) employees, the group shall, at the request of the County, appoint one (1) or two (2) employees to speak for the collective group. To be considered a grievant in a group grievance, each employee must be individually identified as a grievant when the grievance is submitted at Step 2.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • GRIEVANCE ARBITRATION Notwithstanding any other provision of this Agreement, for the purposes of this Article, an Employee has the right to grieve any filling of a vacancy or Assignment in the bargaining unit.

  • Informal Grievance 1. Within fourteen (14) calendar days of the event giving rise to a grievance, the grievant shall present the grievance informally for disposition by the immediate supervisor or at any appropriate level of authority within the department. 2. Presentation of an informal grievance shall be a prerequisite to the institution of a formal grievance.

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

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