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 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.