Common use of PREVENTION AND SETTLEMENT OF DISPUTES Clause in Contracts

PREVENTION AND SETTLEMENT OF DISPUTES. 29.1 Notwithstanding the Programming Disputes Resolution Process (as outlined in clause 15 Programming), the objectives of this procedure are the avoidance and resolution of any disputes over matters covered by this Agreement, by measures based on the provision of information and explanation, consultation, co-operation and negotiation. 29.2 Subject to legislation, while the dispute procedure is being followed, normal work is to continue except where the employee has a reasonable concern about an imminent risk to the employee’s health or safety. The status quo existing before the emergence of a dispute is to continue whilst the procedure is being followed. No party shall be prejudiced as to the final settlement by the continuation of work. 29.3 There is a requirement for management to provide relevant information and explanation and consult with the appropriate employee representatives. 29.4 In the event of any disagreement between the parties as to the interpretation or implementation of this Agreement, the following procedures shall apply: Consideration by a sub-committee of the Local Consultative Committee (LCC) comprised of educational staff and management representatives, which may include the Institute Director, with recommendations to the team/management within two (2) days. If either party is not satisfied with the outcome from Stage 1, the matter may be referred by either party to both employee representatives and officers from the Department’s Workforce Relations Unit for consideration and action within seven (7) days. If either party is not satisfied with the outcome from Stage 2 of this process, the matter may be referred by either party to the Training Consultative Committee (TCC) for consideration and action within seven (7) days. 29.5 If the matter is not resolved then either party may refer it to the Queensland Industrial Relations Commission. In terms of s. 230 of the Industrial Relations Act 1999, the Commission is empowered to do all things necessary to prevent and/or settle the dispute and determine any matter in dispute. 29.6 All timelines outlined above may be altered by mutual agreement between the parties.

PREVENTION AND SETTLEMENT OF DISPUTES. 29.1 (a) Notwithstanding the Programming Disputes Dispute Resolution Process (as outlined in clause 15 Programmingsection 25.4), the objectives of this procedure are the avoidance and resolution of any disputes over matters covered by this Agreement, by measures based on the provision of information and explanation, consultation, co-operation and negotiation. 29.2 (b) Subject to legislation, while the dispute procedure is being followed, normal work is to continue except where the employee has a reasonable concern about an imminent risk to the employee’s health or safety. The status quo existing before the emergence of a dispute is to continue whilst the procedure is being followed. No party shall be prejudiced as to the final settlement by the continuation of work. 29.3 (c) There is a requirement for management to provide relevant information and explanation and consult with the appropriate employee representatives. 29.4 (d) In the event of any disagreement between the parties as to the interpretation or implementation of this Agreement, the following procedures shall apply: : Stage 1 The matter shall be referred by the Union representative and/or the employee(s) to the appropriate management representative who shall arrange a conference of the parties to discuss the matter. This process should not extend beyond 7 days. Consideration by a sub-committee of the Local Consultative Committee (LCC) comprised of educational staff and management representatives, which may include the Institute DirectorGeneral Manager, with recommendations to the team/management within two (2) days. If either party is not satisfied with the outcome from Stage 12, the matter may be referred by either party to both employee representatives and officers from the Department’s Workforce Relations Unit TAFE Queensland Corporate HR for consideration and action within seven (7) days. If either party is not satisfied with the outcome from Stage 2 3 of this process, the matter may be referred by either party to the Training TAFE Queensland Consultative Committee (TCC) for consideration and action within seven (7) days. 29.5 . If the matter is not resolved then either party may refer it to the Queensland Industrial Relations Commission. In terms of s. 230 of the Industrial Relations Act 1999, the Commission is empowered to do all things necessary to prevent and/or settle the dispute and determine any matter in dispute. 29.6 (e) All timelines outlined above may be altered by mutual agreement between the parties. (f) The parties acknowledge that, for matters not covered by this Agreement, there are other dispute resolution procedures available.

PREVENTION AND SETTLEMENT OF DISPUTES. 29.1 30.1 Notwithstanding the Programming Disputes Resolution Process (as outlined in clause 15 section 16 Programming), the objectives of this procedure are the avoidance and resolution of any disputes over matters covered by this Agreement, by measures based on the provision of information and explanation, consultation, co-operation and negotiation. 29.2 30.2 Subject to legislation, while the dispute procedure is being followed, normal work is to continue except where the employee has a reasonable concern about an imminent risk to the employee’s health or safety. The status quo existing before the emergence of a dispute is to continue whilst the procedure is being followed. No party shall be prejudiced as to the final settlement by the continuation of work. 29.3 30.3 There is a requirement for management to provide relevant information and explanation and consult with the appropriate employee representatives. 29.4 30.4 In the event of any disagreement between the parties as to the interpretation or implementation of this Agreement, the following procedures shall apply: Consideration by a sub-committee of the Local Consultative Committee (LCC) comprised of educational staff and management representatives, which may include the Institute Director, with recommendations to the team/management within two (2) days. If either party is not satisfied with the outcome from Stage 1, the matter may be referred by either party to both employee representatives and officers from the Department’s Workforce Relations Unit for consideration and action within seven (7) days. If either party is not satisfied with the outcome from Stage 2 of this process, the matter may be referred by either party to the Training Consultative Committee (TCC) for consideration and action within seven (7) days. 29.5 30.5 If the matter is not resolved then either party may refer it to the Queensland Industrial Relations Commission. In terms of s. 230 of the Industrial Relations Act 1999, the Commission is empowered to do all things necessary to prevent and/or settle the dispute and determine any matter in dispute. 29.6 30.6 All timelines outlined above may be altered by mutual agreement between the parties. 30.7 The parties acknowledge that, for matters not covered by this agreement, there are other dispute resolution procedures available.