Common use of Personal Grievances Clause in Contracts

Personal Grievances. A personal grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising. An employee may have a personal grievance where: • They have been dismissed without good reason, or the dismissal was not carried out properly • They have been treated unfairly • Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. • They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. • They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Xxx 0000. Note: The full meaning of the terms personal grievance, discrimination, sexual harassment, racial harassment, and duress, shall be the meaning given by sections 103 to 110 inclusive of the Employment Relations Xxx 0000 only. As with other employment relationship problems, the parties should always try to resolve a personal grievance through discussion. Either party can refer a personal grievance to the Employment Relations Service of the Ministry of Business, Innovation and Employment for mediation assistance, or to the Employment Relations Authority. If the problem relates to a type of discrimination that can be the subject of a complaint to the Human Rights Commission under the Human Rights Xxx 0000, the person can either take a personal grievance, or complain to the Human Rights Commission, but not both. If in doubt, advice should be sought before deciding.

Personal Grievances. A personal grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising. An employee may have a personal grievance where: •  They have been dismissed without good reason, or the dismissal was not carried out properly •  They have been treated unfairly •  Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. •  They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. •  They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Xxx 0000. Note: The full meaning of the terms personal grievance, discrimination, sexual harassment, racial harassment, and duress, shall be the meaning given by sections 103 to 110 inclusive of the Employment Relations Xxx 0000 only. As with other employment relationship problems, the parties should always try to resolve a personal grievance through discussion. Either party can refer a personal grievance to the Employment Relations Service of the Ministry of Business, Innovation and Employment for mediation assistance, or to the Employment Relations Authority. If the problem relates to a type of discrimination that can be the subject of a complaint to the Human Rights Commission under the Human Rights Xxx 0000, the person can either take a personal grievance, or complain to the Human Rights Commission, but not both. If in doubt, advice should be sought before deciding.

Personal Grievances. A personal grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising. An employee may have a personal grievance where: •  They have been dismissed without good reason, or the dismissal was not carried out properly • properly.  They have been treated unfairly • unfairly.  Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. •  They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. •  They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Xxx 0000Act 1993. Note: The full meaning of the terms personal grievance, discrimination, sexual harassment, racial harassment, and duress, shall be the meaning given by sections 103 to 110 inclusive of the Employment Relations Xxx 0000 Act 2000 only. For ease of access these are attached at the end of this agreement as Appendix C. As with other employment relationship problems, the parties should always try to resolve a personal grievance through discussion. Either party can refer a personal grievance to the Employment Relations Service of the Ministry of Business, Innovation and Employment for mediation assistance, or to the Employment Relations Authority. If the problem relates to a type of discrimination that can be the subject of a complaint to the Human Rights Commission under the Human Rights Xxx 0000Act 1993, the person can either take a personal grievance, or complain to the Human Rights Commission, but not both. If in doubt, advice should be sought before deciding.. Services Available - To help resolve employment relationship problems, the Ministry of Business, Innovation and Employment provides: An Information Service

Personal Grievances. A personal grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising. An employee may have a personal grievance where: •  They have been dismissed without good reason, or the dismissal was not carried out properly • properly.  They have been treated unfairly • unfairly.  Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. •  They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. •  They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Xxx 0000Act 1993. Note: The full meaning of the terms personal grievance, discrimination, sexual harassment, racial harassment, and duress, shall be the meaning given by sections 103 to 110 inclusive of the Employment Relations Xxx 0000 Act 2000 only. For ease of access these are attached at the end of this agreement as Appendix 2. As with other employment relationship problems, the parties should always try to resolve a personal grievance through discussion. Either party can refer a personal grievance to the Employment Relations Service of the Ministry Department of Business, Innovation and Employment Labour for mediation assistance, or to the Employment Relations Authority. If the problem relates to a type of discrimination that can be the subject of a complaint to the Human Rights Commission under the Human Rights Xxx 0000Act 1993, the person can either take a personal grievance, or complain to the Human Rights Commission, but not both. If in doubt, advice should be sought before deciding.. Services Available To help resolve employment relationship problems, the Department of Labour provides: An Information Service

Personal Grievances. A personal grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising. An employee may have a personal grievance where: • They have been dismissed without good reason, or the dismissal was not carried out properly properly. • They have been treated unfairly unfairly. • Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. • They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. • They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Xxx 0000. Note: The full meaning of the terms personal grievance, discrimination, sexual harassment, racial harassment, and duress, shall be the meaning given by sections 103 to 110 inclusive of the Employment Relations Xxx 0000 only. As with other employment relationship problems, the parties should always try to resolve a personal grievance through discussion. Either party can refer a personal grievance to the Employment Relations Service of the Ministry Department of Business, Innovation and Employment Labour for mediation assistance, or to the Employment Relations Authority. If the problem relates to a type of discrimination that can be the subject of a complaint to the Human Rights Commission under the Human Rights Xxx 0000, the person can either take a personal grievance, or complain to the Human Rights Commission, but not both. If in doubt, advice should be sought before deciding.. Services Available To help resolve employment relationship problems, the Department of Labour provides: An Information Service

Personal Grievances. A personal grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising. An employee may have a personal grievance where: • They have been dismissed without good reason, or the dismissal was not carried out properly • They have been treated unfairly • Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. • They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. • They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Xxx 0000Act 1993. Note: The full meaning of the terms personal grievance, discrimination, sexual harassment, racial harassment, and duress, shall be the meaning given by sections 103 to 110 inclusive of the Employment Relations Xxx 0000 Act 2000 only. As with other employment relationship problems, the parties should always try to resolve a personal grievance through discussion. Either party can refer a personal grievance to the Employment Relations Service of the Ministry of Business, Innovation and Employment for mediation assistance, or to the Employment Relations Authority. If the problem relates to a type of discrimination that can be the subject of a complaint to the Human Rights Commission under the Human Rights Xxx 0000Act 1993, the person can either take a personal grievance, or complain to the Human Rights Commission, but not both. If in doubt, advice should be sought before deciding.

Personal Grievances. A personal grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising. An employee may have a personal grievance where: • They have been dismissed without good reason, or the dismissal was not carried out properly • They have been treated unfairly • Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. • They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. • They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Xxx 0000Act 1993. Note: The full meaning of the terms personal grievance, discrimination, sexual harassment, racial harassment, and duress, shall be the meaning given by sections 103 to 110 inclusive of the Employment Relations Xxx 0000 Act 2000 only. As with other employment relationship problems, the parties should always try to resolve a personal grievance through discussion. Either party can refer a personal grievance to the Employment Relations Service of the Ministry of Business, Innovation and Employment for mediation assistance, or to the Employment Relations Authority. If the problem relates to a type of discrimination that can be the subject of a complaint to the Human Rights Commission under the Human Rights Xxx 0000Act 1993, the person can either take a personal grievance, or complain to the Human Rights Commission, but not both. If in doubt, advice should be sought before deciding.