Common use of PREVENTION AND SETTLEMENT OF DISPUTES Clause in Contracts

PREVENTION AND SETTLEMENT OF DISPUTES. 11.1 In the event of any disagreement between the parties as to the interpretation, application or implementation of this Agreement, the following procedures will apply: (a) Stage 1 The matter is discussed between the employee’s Union representative and/or the employees/s concerned (where appropriate) and the immediate supervisor in the first instance. The discussions will take place within 24 hours and the procedure should not extend beyond 7 days. (b) Stage 2 If the matter is not resolved at Stage 1, it shall be referred by the Union representative and/or the employee/s to the appropriate management representative who shall arrange a conference for the parties to discuss the matter. This process should not extend beyond 7 days. (c) Stage 3 If the matter cannot be resolved at Stage 2, either party may refer the matter to XxXXX. Where NaMIG forms a unanimous view on the resolution of the grievance, this is the position that must be accepted and implemented by the parties and will be given effect by the Chief Executive. (d) Stage 4 If the matter remains unresolved at Stage 3, either party may refer the matter to the QIRC for conciliation and if required, arbitration. 11.2 Where a bona fide safety issue is involved the employer will ensure that: (a) the status quo prior to the existence of the grievance will continue while the grievance procedure is being followed, provided that maintenance of the status quo will not apply in an unsafe environment; and/or (b) the employee will not work in an unsafe environment. Where appropriate the employee will accept reassignment to alternative suitable work environment in the meantime; (c) the employer in conjunction with the Occupational Health and Safety Committee will promptly ensure that the problem/s is/are resolved having regard to occupational health and safety standards. 11.3 Two or more grievances made by the same employee about related matters, or a grievance from more than one employee about related matters, may be dealt with as one grievance. 11.4 Without limiting an employee’s right to pursue a grievance, no party will use the grievance procedure to prevent introduction of the outcomes of organisational change or restructuring or to limit matters agreed between the parties in accordance with award provisions. 11.5 For the purposes of this clause status quo means whilst the grievance procedure is being followed, normal work will continue as it was prior to the grievance except in the case of a genuine safety issue.

PREVENTION AND SETTLEMENT OF DISPUTES. 11.1 11.1. In the event of any disagreement between the parties as to the interpretation, application or implementation of this Agreement, the following procedures will apply: (a) Stage 1 The matter is discussed between the employee’s Union representative and/or the employees/s concerned (where appropriate) and the immediate supervisor in the first instance. The discussions will take place within 24 hours and the procedure should not extend beyond 7 days. (b) Stage 2 If the matter is not resolved at Stage 1, it shall be referred by the Union representative and/or the employee/s to the appropriate management representative who shall arrange a conference for the parties to discuss the matter. This process should not extend beyond 7 days. (c) Stage 3 If the matter cannot be resolved at Stage 2, either party may refer the matter to XxXXX. Where NaMIG forms a unanimous view on the resolution of the grievance, this is the position that must be accepted and implemented by the parties and will be given effect by the Chief Executive. (d) Stage 4 If the matter remains unresolved at Stage 3, either party may refer the matter to the QIRC for conciliation and if required, arbitration. 11.2 11.2. Where a bona fide safety issue is involved the employer will ensure that: (a) the status quo prior to the existence of the grievance will continue while the grievance procedure is being followed, provided that maintenance of the status quo will not apply in an unsafe environment; and/or (b) the employee will not work in an unsafe environment. Where appropriate the employee will accept reassignment to alternative suitable work environment in the meantime; (c) the employer in conjunction with the Occupational Health and Safety Committee will promptly ensure that the problem/s is/are resolved having regard to occupational health and safety standards. 11.3 11.3. Two or more grievances made by the same employee about related matters, or a grievance from more than one employee about related matters, may be dealt with as one grievance. 11.4 11.4. Without limiting an employee’s right to pursue a grievance, no party will use the grievance procedure to prevent introduction of the outcomes of organisational change or restructuring or to limit matters agreed between the parties in accordance with award provisions. 11.5 11.5. For the purposes of this clause status quo means whilst the grievance procedure is being followed, normal work will continue as it was prior to the grievance except in the case of a genuine safety issue.

PREVENTION AND SETTLEMENT OF DISPUTES. 11.1 In the event of any disagreement between the parties as relating to the interpretation, application or implementation operation of this Agreement, the following procedures will apply: (a) Stage 1 The matter is discussed between the employee’s Union representative and/or the employees/s concerned (where appropriate) and the immediate supervisor in the first instance. The discussions will take place within 24 hours and the procedure should not extend beyond 7 days. (bi) Stage 2 If A grievance is identified at the matter is not resolved at Stage 1local level by a recognised union representative, it shall be referred by the Union representative and/or the employee/s concerned or a management representative and an initial discussion should take place at this level. This stage shall take no longer than 7 days; (ii) If the parties at the local level cannot resolve the matter, it should be referred to either the relevant union official for the enterprise in the case of employees or to the appropriate District management representative who shall arrange a conference (or equivalent) in the case of management, for the parties to discuss the matterresolution. This process should not extend beyond 7 Stage shall take no longer than 14 days.; (ciii) Stage 3 If the matter cannot be resolved at Stage 2resolved, then either party may shall refer the matter to XxXXXthe Medical Interest Based Bargaining (MIBB) Group. Where NaMIG the MIBB Group forms a unanimous view on the resolution of the grievance, this is the position that must be accepted and implemented by the parties and will shall be given effect by the Chief Executive.Executive Officer; (div) Stage 4 If the matter remains unresolved at Stage 3, either party may refer the matter to the QIRC for conciliation and if required, arbitration. 11.2 Where a bona fide safety issue is involved the employer will Health Service District (or equivalent) shall ensure that: (a) the : • The status quo prior to the existence of the grievance will or dispute is to continue while the grievance procedure is being followed, provided that maintenance of the status quo will not apply in an unsafe environment; and/or (b) the employee will and/or • Employees shall not work in an unsafe environment. Where appropriate the employee will employees shall accept reassignment to alternative suitable work/work environment in the meantime; (c) the employer ; • The employer/management in conjunction with the Occupational Health and Safety Committee will promptly ensure that the problem/s is/are resolved having regard to occupational health and safety standards.; 11.3 Two or more grievances made by (v) Provided that maintenance of the same employee about related matters, or a grievance from more than one employee about related matters, status quo shall not apply in an unsafe environment; and (vi) If the matter identified in subclause (iii) remains unresolved then either party may be dealt with as one grievance. 11.4 refer the matter to the Queensland Industrial Relations Commission. Without limiting an employee’s right to pursue a grievance, no party will shall use the grievance procedure to prevent introduction of the outcomes of organisational change or restructuring or to limit matters agreed between the parties in accordance with award Award provisions. 11.5 . For the purposes of this clause Clause of the Agreement status quo means whilst shall mean: “Whilst the grievance procedure is being followed, normal work will shall continue as it was prior to the grievance occurring except in cases of safety hazards, sexual harassment, or conflict between a religious or other similar belief and the case performance of a genuine safety issuespecific authorised work activity.”

PREVENTION AND SETTLEMENT OF DISPUTES. ‌ 11.1 In the event of any disagreement between the parties as to the interpretation, application or implementation of this Agreement, the following procedures will apply: (a) Stage 1 The matter is discussed between the employee’s Union representative and/or the employees/s concerned (where appropriate) and the immediate supervisor in the first instance. The discussions will take place within 24 hours and the procedure should not extend beyond 7 days. (b) Stage 2 If the matter is not resolved at Stage 1, it shall be referred by the Union representative and/or the employee/s to the appropriate management representative who shall arrange a conference for the parties to discuss the matter. This process should not extend beyond 7 days. (c) Stage 3 If the matter cannot be resolved at Stage 2, either party may refer the matter to XxXXX. Where NaMIG forms a unanimous view on the resolution of the grievance, this is the position that must be accepted and implemented by the parties and will be given effect by the Chief Executive. (d) Stage 4 If the matter remains unresolved at Stage 3, either party may refer the matter to the QIRC for conciliation and if required, arbitration. 11.2 Where a bona fide safety issue is involved the employer will ensure that: (a) the status quo prior to the existence of the grievance will continue while the grievance procedure is being followed, provided that maintenance of the status quo will not apply in an unsafe environment; and/or (b) the employee will not work in an unsafe environment. Where appropriate the employee will accept reassignment to alternative suitable work environment in the meantime; (c) the employer in conjunction with the Occupational Health local work health and Safety Committee safety committee will promptly ensure that the problem/s is/are resolved having regard to occupational work health and safety standards. 11.3 Two or more grievances made by the same employee about related matters, or a grievance from more than one employee about related matters, may be dealt with as one grievance. 11.4 Without limiting an employee’s right to pursue a grievance, no party will use the grievance procedure to prevent introduction of the outcomes of organisational change or restructuring or to limit matters agreed between the parties in accordance with award provisions. 11.5 For the purposes of this clause status quo means whilst the grievance procedure is being followed, normal work will continue as it was prior to the grievance except in the case of a genuine safety issue.

PREVENTION AND SETTLEMENT OF DISPUTES. 11.1 In The Parties will use their best endeavours to co-operate in order to avoid grievances arising. The emphasis will be on negotiating a settlement at the event of any disagreement between the parties as to the interpretation, application or implementation of this Agreement, the following procedures will apply: (a) Stage 1 The matter is discussed between the employee’s Union representative and/or the employees/s concerned (where appropriate) and the immediate supervisor earliest possible stage in the first instanceprocess. The discussions will take place within 24 hours and the procedure should not extend beyond 7 days. (b) Stage 2 If the matter is not resolved at Stage 1, it shall be referred by the Union representative and/or the employee/s to the appropriate management representative who shall arrange a conference for the parties to discuss the matter. This process should not extend beyond 7 days. (c) Stage 3 If the matter cannot be resolved at Stage 2, either party may refer the matter to XxXXX. Where NaMIG forms a unanimous view on the resolution of the grievance, this is the position that must be accepted and implemented by the parties and will be given effect by the Chief Executive. (d) Stage 4 If the matter remains unresolved at Stage 3, either party may refer the matter to the QIRC for conciliation and if required, arbitration. 11.2 Where a bona fide safety issue is involved the employer will ensure that: (a) the status quo prior to the existence of the grievance will continue while the grievance procedure is being followed, provided that maintenance of the status quo will not apply in an unsafe environment; and/or (b) the employee will not work in an unsafe environment. Where appropriate the employee will accept reassignment to alternative suitable work environment in the meantime; (c) the employer in conjunction with the Occupational Health and Safety Committee will promptly ensure that the problem/s is/are resolved having regard to occupational health and safety standards. 11.3 Two or more current grievances made by the same employee about related matters, or a grievance from more than one employee about related matters, may be dealt with as one grievance. In the event of any disagreement about a matter arising under the agreement or in relation to the National Employment Standards, the following procedures will be followed: (i) A grievance is identified at the local level by an accredited union representative, the employee/s concerned or a management representative and an initial discussion should take place at this level. This stage will take no longer than 7 days. 11.4 (ii) If the Parties at the local level cannot resolve the matter, it should be referred to either the relevant union official in the case of employees or to the next level of Mater management (or equivalent) in the case of management, for resolution. This stage will take no longer than 14 days. (iii) If the matter cannot be resolved, then either party may refer the matter to the Mater Consultative Forum (MCF). Where the MCF forms a unanimous view on the resolution of the grievance, this is the position that must be accepted and implemented by the Parties and will be given effect by the Chief Executive Officer. (iv) Where a bona fide safety issue is involved, the Mater will ensure that: • the status quo prior to the existence of the grievance or dispute is to continue while the procedure is being followed; and/or • the employee will not work in an unsafe environment. Where appropriate the employee will accept reassignment to alternative suitable work/work environment in the meantime; • the Safety Health and Wellbeing Unit will promptly ensure that the problem/s is/are resolved having regard to occupational health and safety standards. Provided that maintenance of the status quo will not apply in an unsafe environment. (v) If the matter identified in subclause (iii) remains unresolved then either party may refer the matter to Fair Work Australia to settle the disagreement. Fair Work Australia may deal with the dispute in two stages: (a) Fair Work Australia will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) If Fair Work Australia is unable to resolve the dispute at the first stage, Fair Work Australia may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the Parties. Without limiting an employee’s right to pursue a grievance, no party will use the grievance procedure to prevent introduction of the outcomes of organisational change or restructuring or to limit matters agreed between the parties Parties in accordance with award or agreement provisions. 11.5 . For the purposes of this clause of the agreement, status quo means whilst will mean: “Whilst the grievance procedure is being followed, normal work will continue as it was prior to the grievance occurring except in cases of safety, sexual harassment, or conflict between a religious or other similar belief and the case performance of a genuine safety issuespecific authorised work activity.”

PREVENTION AND SETTLEMENT OF DISPUTES. 11.1 The Parties will use their best endeavours to co-operate in order to avoid disputes arising between the Parties or between Mater and individual VMOs. The emphasis will be on resolving the issue at the earliest possible stage in the process. Two or more current disputes made by the same VMO about related matters, or a grievance from more than one VMO about related matters may be dealt with as one grievance. In the event of any disagreement between the parties Parties as to the interpretation, application or implementation of this Agreement, or in relation to the National Employment Standards (as required by section 186(6)(a)(ii) of the Act), the following procedures will applyshall be followed: (a) Stage 1 The matter A dispute is discussed between identified at the employee’s Union local level by the VMOs concerned and a management representative and/or the employees/s concerned (where appropriate) and the immediate supervisor in the first instance. The discussions will an initial discussion should take place within 24 hours and the procedure should not extend beyond at this level. This stage shall take no longer than 7 days.; (b) Stage 2 If the matter is Parties at the local level cannot resolved at Stage 1resolve the matter, it shall should be referred by the Union representative and/or the employee/s to the appropriate next level of Mater management representative who shall arrange a conference for the parties to discuss the matterresolution. This process should not extend beyond 7 stage shall take no longer than 14 days.; (c) Stage 3 If the matter cannot be resolved at Stage 2resolved, either party may refer then the matter is referred to XxXXXthe nominated AMAQ or other representative and the relevant senior Manager for discussion. Where NaMIG forms a unanimous view on the resolution of the grievance, this Discussion is the position that must be accepted and implemented by the parties and will be given effect by the Chief Executive.to occur as soon as is practicable; (d) Stage 4 If the matter remains unresolved at Stage 3, either party may refer the matter to the QIRC for conciliation and if required, arbitration. 11.2 Where a bona fide safety issue is involved the employer will Mater shall ensure that: (a) the i. The status quo prior to the existence of the grievance will or dispute is to continue while the grievance procedure is being followed, provided that maintenance of the status quo will not apply in an unsafe environment; and/or (b) the employee will ii. VMOs shall not work in an unsafe environment. Where appropriate the employee will VMOs shall accept reassignment to alternative suitable work/work environment in the meantime; (c) the employer in conjunction with the Occupational iii. The Safety, Health and Safety Committee Wellbeing Unit will promptly ensure that the problem/s is/are resolved having regard to occupational health and safety standards.; 11.3 Two (e) Provided that maintenance of the status quo shall not apply in an unsafe environment; and (f) If the matter identified in subclause (c) remains unresolved then either party may refer the matter to the Fair Work Commission to settle the disagreement. The Fair Work Commission may deal with the dispute in two stages: i. The Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or more grievances made by making a recommendation; and ii. If the same employee about related mattersFair Work Commission is unable to resolve the dispute at the first stage, or the Fair Work Commission may then: (a) arbitrate the dispute; and (b) make a grievance from more than one employee about related matters, may be dealt with as one grievance. 11.4 determination that is binding on the Parties. Without limiting an employeea VMO’s right to pursue a grievance, no party will shall use the grievance procedure to prevent introduction of the outcomes of organisational change or restructuring or to limit matters agreed between the parties in accordance with award provisionsrestructuring. 11.5 For the purposes of this clause status quo means whilst the grievance procedure is being followed, normal work will continue as it was prior to the grievance except in the case of a genuine safety issue.