Industrial disputes. Any disputes regarding the interpretation of the individual agree- ments or of these guidelines will be settled according to the rules of the collective agreement regarding industrial disputes. If the company wishes to be released from an agreement on em- ployment based on the terms and conditions of a permanent po- sition, or wants the individual employee to be released, this can be done with the applicable notice of termination for the em- ployee in question. After the expiry of the aforementioned notice, the employee is solely considered to be covered by this collective agreement. Existing agreements on employment based on the terms and conditions of a permanent position can, by agreement between the company and the employee, be revised according to these guidelines. Otherwise, the main agreement applies.
Industrial disputes. If an industrial dispute, ban, limitation of work or denial of facilities or services involving any Contract Workers occurs, or is threatened, the Contractor must:
(a) immediately inform the State and continue to keep the State informed throughout the course of the dispute, ban, limitation or denial;
(b) take all reasonable action required to bring the dispute, ban, limitation or denial to an end in the shortest time practical, including notifying the dispute to the relevant state or federal Industrial Relations Commission;
(c) take all reasonable action to ensure that the Contract Workers conform to the provisions of any dispute settling procedures provided for in an applicable Industrial Instrument; and
(d) while appropriate steps are implemented to resolve the dispute, ban, limitation or denial:
(i) continue to provide Essential Services; and
(ii) use reasonable endeavours to provide all other Contractor Services.
Industrial disputes. No Company Group Member has been involved in an industrial dispute with an employee, trade union or employees’ association at any time and, so far as the Vendors are aware, there are no circumstances likely to give rise to such a dispute.
Industrial disputes. The Managers shall carry out their ordinary day-to-day work during industrial disputes between employers and employees.
Industrial disputes. Any industrial disputes that may arise must be resolved in accordance with Annex 11 (Protocol on the resolution of industrial disputes between the Danish Chamber of Commerce – Employers and the United Federation of Danish Workers (3F).
Industrial disputes. Local negotiations
Industrial disputes. There is no existing, and so far as the Sellers are aware, there is no threatened or pending, industrial or trade dispute involving the Company and any of its Employees and there are no facts known to the Sellers which might indicate that there may be any such dispute (including, without limitation, the sale of the Shares pursuant to this agreement). There are no agreements or arrangements (whether oral or in writing or existing by reason of custom and practice and whether or not legally binding) between the Company and any trade union or other employees’ representatives or organisation concerning or affecting the Company’s Employees.
Industrial disputes. No member of the Group is involved in any strike or industrial or trade dispute or any dispute or negotiation regarding a claim of material importance with any trade union or other body representing employees or former employees of any such member of the Group.
Industrial disputes. 3-1 Collective notice § 3-2 Position of apprentices and training candidates in industrial disputes § 3-3 Work in connection with industrial disputes
Industrial disputes. The mechanism and procedures for resolving industrial disputes will include, but not be limited to, the following:
a) The employee/s concerned will first meet and confer with their immediate supervisor. The employee/s may choose any person to act on their behalf. Subject to i, ii, iii, and iv, below, where the employee’s representative is involved he/she shall be allowed the necessary time during working hours to interview the employee(s) and the supervisor.
b) If the matter is not resolved at such a meeting the parties will arrange further discussions involving more senior management as appropriate. The employee may invite a representative of his/her choice to be involved in the discussions. The employer may also invite into the discussions a representative of the employer.
c) If the matter remains unresolved, the employer may refer it to a more senior level of management. The employee may involve their employee representative in the discussions. In the event there is no agreement to refer the matter to a more senior level or it is agreed that such a reference would not resolve the matter the parties shall jointly or individually refer the matter to the Australian Industrial Relations Commission for assistance in resolving the matter.
d) In order to facilitate the procedure in 8.1:
i. The party with the grievance must notify the other party at the earliest opportunity of the problem;
ii. Throughout all stages of the procedure all relevant facts must be clearly identified and recorded;
iii. Sensible time limits must be allowed for completion of the various stages of discussion. However, the parties must co-operate to ensure that the disputes resolution procedures are carried out as quickly as possible.
iv. While the parties are attempting to resolve the matter the parties will continue to work in accordance with this Agreement and their contract of employment unless the employee has a reasonable concern about an imminent risk to his or her health and safety. Subject to relevant provisions of any State or Territory occupational health and safety law, even if the employee has a reasonable concern about an imminent risk to his or her health or safety, the employee must not unreasonably fail to comply with a direction by his or her employer to perform other available work, at the same enterprise, that is safe and appropriate for the employee to perform.
v. Subject to the order of the Australian Industrial Relations Commission the pre-dispute status quo will ap...
