ISSUE RESOLUTION PROCEDURE Clause Samples

ISSUE RESOLUTION PROCEDURE. Consistent with the objectives expressed in Clause 2 – Objectives of this Agreement, the Parties and Persons Bound by this Agreement commit to resolve complaints and problems using the Issue Resolution Procedure contained at Appendix 4 of this Agreement.

ISSUE RESOLUTION PROCEDURE. The parties are committed to continued improvement in employee relations and the elimination of lost time through a Co-operative, consultative approach. Adherence to the procedures detailed below will result in a more effective and efficient Plumbing and Mechanical Services industry. When a matter is in dispute, or there is the potential for dispute, this procedure shall be followed: Work will continue without interruption whilst the matter in dispute is discussed.

ISSUE RESOLUTION PROCEDURE. If there is a dispute over the application of this Agreement between an employee or employees and the Company the dispute resolution procedure set out in this clause shall apply. The aim of this procedure is to ensure that the dispute is settled as quickly as possible. During each stage of the dispute resolution procedure (other than the first stage) either the employee(s) or the Company may choose to be accompanied or represented by another person of their choice. The procedure is: 1st step: The matter is discussed between the employee(s) and their immediate supervisor. 2nd step: If settlement is not reached, the matter is discussed between the immediate supervisor, the employee and any representative of the employee. If settlement is not reached, the HR Manager will become involved. 3rd step: If settlement is not reached, the matter is referred to more senior management of the Company and any more senior representative of the employee. 4th step: If, after the attempts to resolve the dispute has failed, the matter in dispute may be referred to the Australian Industrial Relations Commission (AIRC) for resolution by conciliation. 5th step – If the matter is not resolved by conciliation, the AIRC may, subject to the agreement of both the employee(s) and QMS at the time, resolve the matter in dispute by arbitration over the application of the Agreement. The parties may identify a particular member of the AIRC who will arbitrate the matter in dispute and failing agreement will be before a member allocated by the AIRC. In exercising its functions in this dispute resolution clause the AIRC may exercise such procedural powers in relation to hearings, witnesses, evidence and submissions as are necessary to make the arbitration effective. Until the matter is determined, work will continue as normal in accordance with the employees contract and this Agreement without prejudice to the positions of the parties, unless the employee has a reasonable concern about an imminent risk to his or her health or safety and has complied with any reasonable direction given by his or her employer to perform other available work, either at the same workplace or at another workplace. The decision of the AIRC in arbitration under this procedure may be appealed to a Full Bench of the AIRC. That appeal may be an appeal on a question of law and/or an appeal on the merits. The Full Bench may hear the appeal and exercise such powers in respect of the appeal as provided to the Full Bench in...

ISSUE RESOLUTION PROCEDURE. 22.1 This clause sets out the process for resolving issues which relate to: (a) a matter arising under this Agreement; or

ISSUE RESOLUTION PROCEDURE. 35.1. The resolution of any dispute about any matter arising under this Agreement and in relation to the National Employment Standards (including subsections 65A(3) and 76A(3) of the FW Act or any other work related matter, but excepting issues concerning the termination of employment or safety concerns) shall be in accordance with the Issue Resolution Procedure. 35.2. The purpose of this procedure is to allow persons directly concerned with a dispute access to a system to discuss and resolve grievances and disputes. Whilst this procedure is being followed work must continue as directed by the Company (without stoppage, ban or limitation), until settlement is reached. Neither party to the issue shall be prejudiced as to the settlement of the issue by the continuance of work as directed by the Company. 35.3. An Employee may elect to have a representative of the Employee's choice at any stage of the Issue Resolution Procedure. 35.4. The agreed procedure is detailed below. Stage 1 If an Employee wishes to raise an issue, the Employee will initially confer with their immediate supervisor who will take reasonable steps to resolve it. Stage 2 If the issue is not satisfactorily resolved (or it is inappropriate for the Employee to raise it with the supervisor), the Employee is entitled to raise the issue with the Company’s Unit Manager who will take all reasonable steps to resolve it. Stage 3 If the Employee is not satisfied with the manner in which the concerns were addressed in the previous stages, they may seek a review from the Company nominated representative. The issue and all relevant circumstances relating to it will be reviewed, including all steps that have been taken to resolve it. Where practicable, a written reply will be given to the Employee. Stage 4 If the issue is still not resolved, the issue may be referred to the Commission for conciliation. Stage 5 Either party may refer the issue to the Commission for arbitration where conciliation has failed to resolve the issue. 35.5. Any settlement of a dispute pursuant to this clause shall not vary the terms and conditions contained in this Agreement. It is a condition of employment that no industrial action be taken during the life of the Agreement. Industrial action of any nature will be contrary to the Issue Resolution Process and a breach of the Agreement.

ISSUE RESOLUTION PROCEDURE. 30.1 It is recognised and agreed that any issues or disputes relating to the application of matters arising under this Agreement or the National Employment Standards, must be resolved in a constructive and speedy manner to maintain harmonious workplace relations and the requisite level of service to users of the casino and entertainment complex. It is the intention of the Company and, its employees and the Union that any such issues or disputes should, to the maximum extent possible, be addressed and resolved at the workplace level. 30.2 The Company, employees and the Union will follow the procedure set out in this clause for addressing disputes relating to a matter arising under this Agreement, or the National Employment Standards. At all times, work will continue without disruption and at the direction of the Company. 30.3 Employees have the right to choose to have a representative to assist them at any stage of this process (including the Union). Where employees choose to have the Union represent them, the Company recognises the role of the Union and its delegates in issue resolution processes. 30.4 Procedures for the resolution of disputes about workplace issues 30.4.1 Consistent with sub-clause 30.1, any concern should initially be raised directly with the employee's immediate supervisor or manager who will respond to and address the matter as quickly as reasonably possible. 30.4.2 Any matter of a general nature affecting employees in more than one department or business unit may be raised by the employee/s with their People and Culture Representative or at the most appropriate management level depending on the issue. 30.4.3 If the issue or dispute remains unresolved, the employee or the Company may raise the matter with the next level of management. 30.4.4 If the issue or dispute remains unresolved by this stage, the employee or the Company may seek further discussion with this level of management and the appropriate People and Culture Representative. 30.4.5 If the issue or dispute still remains unresolved, it may be referred to a more senior level of management. 30.4.6 At any stage of this process, it is the responsibility of the Company to provide the employee who lodged the issue with the following: (a) The Company’s proposed timeline to resolve the dispute at the current level of the issue resolution procedure, or (b) Notification that the Company elects to escalate the dispute to the next stage of the procedure process. (c) This shall be provide...

ISSUE RESOLUTION PROCEDURE. The following procedure shall apply for the resolution of any issue. 25.1 Any employee (accompanied by a third party if he so wishes) having any issue shall discuss the matter with their immediate manager/supervisor who will take prompt action to investigate the matter and endeavour to resolve it. 25.2 If the matter is not resolved at this level it shall be referred to the Area Manager/Regional Manager who will also take prompt action to resolve the issue. 25.3 Should the matter still remain unresolved the employee, the Union Delegate, the Plant Manager/Supervisor and the Area Manager/ Regional Manager shall meet to resolve the issue. Note: All efforts should be made to resolve the matter at steps 1, 2 and 3. 25.4 If not resolved, the matter will be further discussed between the Branch Secretary or other appropriate official of the Union and the appropriate representative of the employer. 25.5 If the matter cannot be resolved by the parties nominated the matter shall be referred to the Industrial Relations Commission. 25.6 Until the matter is determined in accordance with the above procedure no industrial action will be taken and work shall continue normally. 25.7 Neither party will be prejudiced in the final settlement of the matter by virtue of the continuation of work in accordance with this clause.

ISSUE RESOLUTION PROCEDURE. The resolution of any employment related issue (except issues concerning the termination of employment) shall be in accordance with the Issue Resolution procedure. The purpose of this procedure is to allow all parties access to a system to discuss and resolve grievances and disputes. Whilst this procedure is being followed work must continue normally (without stoppage, ban or limitation), until settlement is reached. Neither party to the issue shall be prejudiced as to the settlement of the issue by the continuance of work. The agreed procedure is detailed below.

ISSUE RESOLUTION PROCEDURE. 23.1 The following procedure will apply for the resolution of any issue: (a) Any driver (accompanied by a third party if he/she so wishes) having any issue will discuss the matter with their immediate manager/supervisor who will take prompt action to investigate the matter and endeavour to resolve it. (b) If the matter is not resolved at this level it will be referred to the Area Manager/Regional Manager who will also take prompt action to resolve the issue. (c) Should the matter still remain unresolved the driver, the Union Delegate, the Plant Manager/Supervisor and the Area Manager/ Regional Manager will meet to resolve the issue. (d) If not resolved, the matter will be further discussed between the Branch Secretary or other appropriate official of the Union and the appropriate representative of Boral. (e) If the matter cannot be resolved by the parties nominated, the matter will be referred to the Industrial Relations Commission of New South Wales. (f) Until the matter is resolved in accordance with the above procedure, no industrial action will be taken and work will continue normally. (g) Neither party will be prejudiced in the final settlement of the matter because work is continuing in accordance with this clause.