Common use of Personal Grievances Clause in Contracts

Personal Grievances. grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising (12 months in the case of a personal grievance in respect of sexual harassment). An employee may have a personal grievance where: • they have been dismissed without good reason, or the dismissal was not carried out properly; or • their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer; or • they have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Act 1993 • they have experienced sexual or racial harassment in their employment; • they have been treated adversely in the employee’s employment on the ground that the employee is, or is suspected or assumed or believed to be, a person affected by family violence; or • they have been subject to duress in the employee’s employment in relation to membership or non-membership of a union or employees organisation; or • their employer has failed to comply with a requirement of Part 6A; or • they have been disadvantaged by the employee’s employment agreement not being in accordance with section 67C, 67D, 67G, or 67H of the Employment Relations Act 200o; or • their employer has contravened section 67F or 67G(3); or • their employer has, in relation to the employee,— • engaged in adverse conduct for a prohibited health and safety reason; or • contravened section 92 of the Health and Safety at Work Act 2015 (which prohibits coercion or inducement); or • their employer has retaliated, or threatened to retaliate, against the employee in breach of section 21 of the Protected Disclosures (Protection of Whistleblowers) Act 2022 (because the employee intends to make or has made a protected disclosure).

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 (12 months in the case of a personal grievance in respect of sexual harassment). An employee may have a personal grievance where: • they have been dismissed without good reason, or the dismissal was not carried out properly; or • their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer; or • they have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Act 1993 • they have experienced sexual or racial harassment in their employment; • they have been treated adversely in the employee’s employment on the ground that the employee is, or is suspected or assumed or believed to be, a person affected by family violence; or • they have been subject to duress in the employee’s employment in relation to membership or non-membership of a union or employees organisation; or • their employer has failed to comply with a requirement of Part 6A; or • they have been disadvantaged by the employee’s employment agreement not being in accordance with section 67C, 67D, 67G, or 67H of the Employment Relations Act 200o; or • their employer has contravened section 67F or 67G(3); or • their employer has, in relation to the employee,— • engaged in adverse conduct for a prohibited health and safety reason; or • contravened section 92 of the Health and Safety at Work Act 2015 (which prohibits coercion or inducement); or • their employer has retaliated, or threatened to retaliate, against the employee in breach of section 21 of the Protected Disclosures (Protection of Whistleblowers) Act 2022 (because the employee intends to make or has made a protected disclosure).

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 (12 months in the case of a personal grievance in respect of sexual harassment)arising. An employee may have a personal grievance where: • they have the employee has been dismissed without good reason, or the dismissal was not carried out properlyunjustifiably dismissed; or • their the employee’s employment, or 1 or more conditions of the employee’s employment (including any condition that survives termination of the employment), is or a condition of their are or was (during employment that has since been terminated) affected to their the employee’s disadvantage by an unjustified some unjustifiable action of their by the employer; or • they have the employee has been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Act 1993 • they have experienced sexual or racial harassment in their employee’s employment; or • they have the employee has been sexually harassed in the employee’s employment; or • the employee has been treated adversely in the employee’s employment on the ground that the employee is, or is suspected or assumed or believed to be, a person affected by family violence; or • they have the employee has been racially harassed in the employee’s employment; or • the employee has been subject to duress in the employee’s employment in relation to membership or non-membership of a union or employees organisation; or • their the employee’s employer has failed to comply with a requirement of Part 6A; or • they have the employee has been disadvantaged by the employee’s employment agreement not being in accordance with section 67C, 67D, 67G, or 67H of the Employment Relations Act 200o67H; or • their the employee’s employer has contravened section 67F or 67G(3); or • their the employee’s employer has, in relation to the employee,— • o engaged in adverse conduct for a prohibited health and safety reason; or • o contravened section 92 of the Health and Safety at Work Act 2015 (which prohibits coercion or inducement); or • their that the employer has retaliated, or threatened to retaliate, against the employee in breach of section 21 of the Protected Disclosures (Protection of Whistleblowers) Act 2022 (because the employee intends to make or has made a protected disclosure).

Personal Grievances. grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising (12 months in the case of a personal grievance in respect of sexual harassment)arising. An employee may have a personal grievance where: • they have the employee has been dismissed without good reasonunjustifiably dismissed; or the employee’s employment, or 1 or more conditions of the dismissal employee’s employment (including any condition that survives termination of the employment), is or are or was not carried out properly; or • their (during employment or a condition of their employment that has since been terminated) affected to their the employee’s disadvantage by an unjustified some unjustifiable action of their by the employer; or • they have the employee has been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Act 1993 • they have experienced sexual or racial harassment in their employee’s employment; • they have or the employee has been sexually harassed in the employee’s employment; or the employee has been treated adversely in the employee’s employment on the ground that the employee is, or is suspected or assumed or believed to be, a person affected by family violence; or • they have the employee has been racially harassed in the employee’s employment; or the employee has been subject to duress in the employee’s employment in relation to membership or non-membership of a union or employees organisation; or • their the employee’s employer has failed to comply with a requirement of Part 6A; or • they have the employee has been disadvantaged by the employee’s employment agreement not being in accordance with section 67C, 67D, 67G, or 67H of the Employment Relations Act 200o67H; or • their the employee’s employer has contravened section 67F or 67G(3); or • their the employee’s employer has, in relation to the employee,— • engaged in adverse conduct for a prohibited health and safety reason; or • contravened section 92 of the Health and Safety at Work Act 2015 (which prohibits coercion or inducement); or • their that the employer has retaliated, or threatened to retaliate, against the employee in breach of section 21 of the Protected Disclosures (Protection of Whistleblowers) Act 2022 (because the employee intends to make or has made a protected disclosure).