Issues Resolution. The Parties will use their best efforts to resolve any differences of opinion in the interpretation or application of this Agreement in an effective and timely manner. Issues relating to the federal review for the Project will be resolved through direct discussions and collaboration between the involved Parties, supported by the MPMO. Should issues remain outstanding, they will be referred to the appropriate senior level committee.
Issues Resolution. The Parties to this Agreement are committed to the orderly and peaceful resolution of any workplace issues or disputes as may arise from time to time. For this purpose, the Procedures in Appendix C hereof have been agreed and shall apply in all such circumstances.
Issues Resolution. Early identification and resolution of contracting or other ethical issues that may arise are critical to building public trust. Whenever possible, it is advisable to initiate the issue resolution process proactively, either with the designated contracting contact if the issue arises during the contracting process, or with the Contract Sponsor in the case of an active contract that is being carried out. It is always appropriate to seek out the Procurement Services Group or the Facilities Contracts Branch to resolve an issue, if another alternative is not possible. Formal disputes regarding bid solicitations or contract awards should be raised and addressed in accordance with LAUSD policy where such matters will be given full, impartial, and timely consideration.
Issues Resolution. The Transition Managers and/or functional representatives will work together to resolve issues or potential disputes relating to this Agreement, with the intent of averting the escalation of such issues or potential disputes. Should escalation be required, the Transition Managers shall meet first with the Transition Management Office (TMO) Leads (as defined in the Separation and Distribution Agreement). If not resolved the TMO Leads will meet with executives from each Party to resolve the escalation issue.
Issues Resolution. (i) All parties must:
(a) use their best endeavours to co-operate in order to avoid grievances and disputes arising between the parties or between FPNSW and the individual; and
(b) abide by procedures set out in this Clause to resolve any issue which might arise; and place emphasis on negotiating a settlement of any issue at the earliest possible stage in the process.
(ii) In this Clause, “issue” means any question, issue, grievance, dispute or difficulty which might arise between the parties about the interpretation, application or operation of this Agreement.
(iii) The following procedures will be facilitated 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.
(a) A grievance must initially be dealt with as close to its sources as possible, with graduated steps for further discussion and resolution at higher levels of authority.
(b) The medical officer is required to notify (in writing or otherwise) FPNSW as to the substance of the grievance, request a meeting with FPNSW for bilateral discussions and state the remedy sought.
(c) Reasonable time limits must be allowed for discussion at each level of authority.
(d) Throughout all stages of these procedures, adequate records must be kept of all discussions.
(e) At the conclusion of the discussion, FPNSW must provide a response to the medical officer’s grievance if the matter has not been resolved, including reasons for not implementing any proposed remedy.
(f) Whilst the procedure is being followed, normal work must continue.
(g) The medical officer may be represented by a nominated representative who may be a Federation representative for the purpose of each step.
(h) If the matter remains unresolved either party may then refer the matter in accordance with the provisions of the Industrial Relations Xxx 0000 (NSW) to the NSW Industrial Relations Commission for its assistance in resolving the issue.
Issues Resolution. All parties must: use their best endeavours to co-operate in order to avoid grievances and disputes arising between the parties or between FPA Health and the individual; and abide by procedures set out in this Clause to resolve any issue which might arise; and place emphasis on negotiating a settlement of any issue at the earliest possible stage in the process. In this Clause, "issue" means any question, issue, grievance, dispute or difficulty which might arise between the parties about the interpretation, application or operation of this Agreement.
1. The following procedures will be facilitated 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.
2. A grievance must initially be dealt with as close to its sources as possible, with graduated steps for further discussion and resolution at higher levels of authority.
3. The staff member is required to notify (in writing or otherwise) FPA Health as to the substance of the grievance, request a meeting with FPA Health for bilateral discussions and state the remedy sought.
4. Reasonable time limits must be allowed for discussion at each level of authority.
5. If the matter remains unresolved either party may then refer the matter in accordance with the provisions of the Industrial Relations Xxx 0000 (NSW) to the Industrial Relations Commission for its assistance in resolving the issue.
6. Throughout all stages of these procedures, adequate records must be kept of all discussions.
7. At the conclusion of the discussion, FPA Health must provide a response to the staff members’ grievance if the matter has not been resolved, including reasons for not implementing any proposed remedy.
8. Whilst the procedure is being followed, normal work must continue.
9. The staff member may be represented by a nominated representative who may be an Industrial Association Representative for the purpose of each step.
Issues Resolution. Early and constructive resolution of issues is expected between operational staff with support from their Regional or State Directors. If this is not possible, the matter will be escalated to the National Manager, Complaints Operations and the Executive Director, Operations at the Quality Agency.
Issues Resolution. Step 1 ‐ The Employee should in the first instance, where appropriate, advise the colleague of the issue that concerns them whether it be work or personally related. If this is not possible, they should discuss the matter with their immediate manager who must make every effort to resolve the matter quickly and effectively.
Step 2 ‐ If the issue is not resolved satisfactorily at step 1, the staff member is encouraged to elevate their complaint by requesting a formal meeting with the next senior manager. They may also wish to take another SMNCC Employee to this meeting to assist them.
Step 3 ‐ Again, if the matter is not resolved to the satisfaction of the staff member involved at this point, the issue may be taken up with the Human Resources Manager, or an SMNCC executive.
Step 4 ‐ If the matter cannot still be resolved at this level, the parties may refer the matter to an agreed third party conciliator (assisted/facilitated conciliation) or mediator. In each instance where external mediation is required, each party shall pay an equal share of any costs of the third party assistance.
Issues Resolution. The Parties agree to undertake to resolve non-implementation and other disagreements in a conciliatory, cooperative and harmonious manner. In general, for implementation and compliance complaints and disagreements arising out of this Agreement the following rules and procedures shall apply:
a) Each Party shall designate a Contact Point (see Part 4.4 below) for receiving and reviewing complaints from Parties that may arise from the application of this Agreement.
b) Parties will attempt to resolve the matter between themselves;
c) In the case where Parties cannot resolve the matter between themselves, the offended Party may refer the matter in writing to the Management Committee.
d) In the case where the Management Committee cannot agree on a resolution, the offended Party may refer the matter to the Committee of Ministers.
Issues Resolution. (i) All parties must:
(a) use their best endeavours to co-operate in order to avoid grievances and disputes arising between the parties or between Family Planning NSW and the individual; and
(b) abide by procedures set out in this Clause to resolve any issue, which might arise; and place emphasis on negotiating a settlement of any issue at the earliest possible stage in the process.
(ii) In this Clause, “issue” means any question, issue, grievance, dispute or difficulty which might arise between the parties about the interpretation, application or operation of this Agreement.
(iii) The following procedures will be facilitated 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:
(a) A grievance must initially be dealt with as close to its source(s) as possible, with graduated steps for further discussion and resolution at higher levels of authority.
(b) If unresolved, the employee is required to notify (in writing or otherwise) Family Planning NSW as to the substance of the grievance, request a meeting with Family Planning NSW for bilateral discussions and state the remedy sought.
(c) Reasonable time limits must be allowed for discussion at each stage of the process.
(d) Throughout all stages of these procedures, adequate records must be kept of all discussions.
(e) At the conclusion of the discussion, Family Planning NSW must provide a response to the employees grievance if the matter has not been resolved, including reasons for not implementing any proposed remedy.
(f) Whilst the procedure is being followed, normal work must continue.
(g) The employee may be represented by a nominated representative who may be an Union Representative for the purpose of each step.
(h) If the matter remains unresolved either party may then refer the matter in accordance with the provisions of the Industrial Relations Xxx 0000 (NSW) to the Industrial Relations Commission for its assistance in resolving the issue.
