Common use of Personal Grievances Clause in Contracts

Personal Grievances. Employees may feel that they have grounds for raising a personal grievance with the employer (for unjustified dismissal, unjustifiable disadvantage, discrimination, duress, sexual or racial harassment). If this is the case, employees need to raise their grievance within 90 days of the action occurring or the grievance coming to their notice. If the grievance is not raised to the employer’s attention within this timeframe the employee’s claim may be out of time. If the employee’s grievance is raised out of time, the employer can choose to accept the later grievance or to reject it. If the employer chooses to reject it, the employee can ask the ERA to grant leave to raise the grievance out of time. The employee’s grievance needs to be raised with the employer so that the employer knows what it is about and can try to work to resolve it. The employee can verbally advise the employer or put the grievance in writing. The employee’s APEX delegate or organiser can help with this process. Once the employer knows of the employee’s grievance, the employer is able to respond to the expressed concerns.

Personal Grievances. Employees may feel that they have grounds for raising a personal grievance with the employer (for unjustified dismissal, unjustifiable disadvantage, discrimination, duress, sexual or racial harassment). If this is the case, employees need to raise their grievance grievances within 90 days of the action occurring or the grievance coming to their notice. If the grievance is not raised to the employer’s attention within this timeframe timeframe, the employee’s claim may be out of time. If the employee’s grievance is raised out of time, the employer can choose to accept the later grievance or to reject it. If the employer chooses to reject it, the employee can ask the ERA to grant leave to raise the grievance out of time. The employee’s grievance needs to be raised with the employer so that the employer knows what it is about and can try to work to resolve it. The employee can verbally advise the employer or put the grievance in writing. The employee’s APEX PSA delegate or organiser can help with this process. Once the employer knows of the employee’s grievance, the employer is able to respond to the expressed concerns.

Personal Grievances. Employees may feel that they have grounds for raising a personal grievance with the employer (for unjustified dismissal, unjustifiable disadvantage, discrimination, duress, sexual or racial harassment). If this is the case, employees need to raise their grievance within 90 days of the action occurring or the grievance coming to their notice. If the grievance is not raised to the employer’s attention within this timeframe the employee’s claim may be out of time. If the employee’s grievance is raised out of time, the employer can choose to accept the later grievance or to reject it. If the employer chooses to reject it, the employee can ask the ERA to grant leave to raise the grievance out of time. The employee’s grievance needs to be raised with the employer so that the employer knows what it is about and can try to work to resolve it. The employee can verbally advise the employer or put the grievance in writing. The employee’s APEX delegate or organiser advocate can help with this process. Once the employer knows of the employee’s grievance, the employer is able to respond to the expressed concerns. Employment Relationship Problem Resolution Process Employer & employee meet to attempt to resolve the problem. To appeal 90 day time limit. Problem not resolved. ERA makes a decision. Appeals can be made to the Court of Appeal on points of law within 28 days.

Personal Grievances. Employees may feel that they have grounds for raising a personal grievance with the employer (for unjustified dismissal, unjustifiable disadvantage, discrimination, duress, sexual or racial harassment). If this is the case, employees need to raise their grievance within 90 days of the action occurring or the grievance coming to their notice. If the grievance is not raised to the employer’s 's attention within this timeframe the employee’s 's claim may be out of time. If the employee’s 's grievance is raised out of time, the employer can choose to accept the later grievance or to reject it. If the employer chooses to reject it, the employee can ask the ERA to grant leave to raise the grievance out of time. The employee’s 's grievance needs to be raised with the employer so that the employer knows what it is about and can try to work to resolve it. The employee can verbally advise the employer or put the grievance in writing. The employee’s 's APEX delegate or organiser advocate can help with this process. Once the employer knows of the employee’s 's grievance, the employer is able to respond to the expressed concerns. Employer & employee meet to attempt to resolve the problem. Problem not resolved.

Personal Grievances. 35.4.1 Employees may feel that they have grounds for raising a personal grievance with the employer (for unjustified dismissal, unjustifiable disadvantage, discrimination, duress, sexual or racial harassment). If this is the case, employees need to raise their grievance within 90 days of the action occurring or the grievance coming to their notice. If the grievance is not raised to the employer’s attention within this timeframe the employee’s claim may be out of time. If the employee’s grievance is raised out of time, the employer can choose to accept the later grievance or to reject it. If the employer chooses to reject it, the employee can ask the ERA to grant leave to raise the grievance out of time. The employee’s grievance needs to be raised with the employer so that the employer knows what it is about and can try to work to resolve it. The employee can verbally advise the employer or put the grievance in writing. The employee’s APEX delegate or organiser can help with this process. Once the employer knows of the employee’s grievance, the employer is able to respond to the expressed concerns.

Personal Grievances. Employees may feel that they have grounds for raising a personal grievance with the employer (for unjustified dismissal, unjustifiable disadvantage, discrimination, duress, sexual or racial harassment). If this is the case, employees need to raise their grievance within 90 days of the action occurring or the grievance coming to their notice. If the grievance is not raised to the employer’s attention within this timeframe the employee’s claim may be out of time. If the employee’s grievance is raised out of time, the employer can choose to accept the later grievance or to reject it. If the employer chooses to reject it, the employee can ask the ERA to grant leave to raise the grievance out of time. The employee’s grievance needs to be raised with the employer so that the employer knows what it is about and can try to work to resolve it. The employee can verbally advise the employer or put the grievance in writing. The employee’s APEX delegate or organiser can help with this process. Once the employer knows of the employee’s grievance, the employer is able to respond to the expressed concerns. To appeal 90 day time limit. Problem not resolved. ERA makes a decision. Appeals can be made to the Court of Appeal on points of law within 28 days.