PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS Sample Clauses

PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. The Employment Relations Act 2000 requires that all collective and individual agreements contain a plain- language explanation of the services and processes available to resolve any employment relationship problems. The University and TEU have agreed on the following procedure.
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PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. The following procedure shall apply for resolving employment relationship problems as defined under the Employment Relations Act 2000, which does not include any problem with the fixing of new terms and conditions of employment. ▪ A personal grievance alleging unjustified dismissal, disadvantage, discrimination, sexual or racial harassment, or duress, may be initiated by the employee (or APEX on behalf of the employee). ▪ A dispute over interpretation, application or operation of this Agreement may be initiated by either the employee (or APEX on behalf of the employee) or the employer. ▪ Any other problem relating to or arising out of the employment relationship. The objective of this procedure is to ensure that the issue is raised at the source of the grievance or dispute so that the issue can be resolved promptly, in-house, if possible, without disruption to the work operations.
Sample 1Sample 2
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. The Employment Relations Act 2000 requires that all collective and individual agreements contain a plain-language explanation of the services and processes available to resolve any employment relationship problems. The University and the union have agreed on the following procedure.
Sample 1
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. If the Employee thinks there is an employment relationship problem then this clause sets out some steps that may resolve the problem and services that that may be available to help. The Employee could: ▪ Talk to the Employer as soon as possible about the Employee’s concerns and what the Employee would like to happen. If this does not work then: ▪ Clarify the problem (by checking this employment agreement, talking to family and friends to make sure it is not just a misunderstanding); and ▪ Obtain information from the Department of Labour (whose contact details are at the end of this clause), or someone who works in the industrial relations area, or an advocate, or a lawyer, or the community law centre; and ▪ Use a support person or advocate to help you when talking to or meeting with the Employer; ▪ Talk or write to the Employer again making it clear that problem needs to be resolved (Putting the problem in writing may assist both parties to be clear about the problem). If this still does not resolve the problem then either party could; ▪ Use an outside person to assist. The parties may agree on who this is to be and how they are to be paid and whether they are to help the parties reach an agreement or to make a decision for the parties. This outside party may be a mediator provided by the Department of Labour. These mediators generally don’t make decisions for the parties but help them reach their own agreement but they can make decisions if both the Employer and the Employee agree. Both parties need to agree to attend mediation although the Employment Relations Authority may order the parties to attend mediation. If the parties reach a written agreement and get it signed by a Department of Labour mediator then it will bind both parties. If the problem is still not resolved then either party can refer the matter to a tribunal called the Employment Relations Authority who will make a decision (but may refer the parties back to mediation). A party unhappy with the decision of the Authority may file in the Employment Court. If the problem is a personal grievance, then the Employee must raise it with the Employer within 90 days after the action complained of, or the date the Employee became aware of it, unless there are exceptional circumstances. (A personal grievance may arise where an employee believes he or she has been unfairly treated or unjustifiably dismissed.) The Department of Labour provides assistance through the Employment Relations Service that pr...
Sample 1
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. Labtests Auckland Limited will assist wherever possible to resolve problems arising from the employment relationship. Labtests Auckland Limited's procedures will be followed with a view to ensuring fairness and equity at all times.
Sample 1
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. Refer to Early Resolution Policy. 12.1.1 Employment relationship problems include personal grievance (i.e. claim of unjustifiable dismissal, unjustifiable disadvantage, discrimination, sexual or racial harassment, or duress in relation to membership of a Union or Employee association); disputes about the interpretation, application or operation of an Employment Agreement; and any other problem arising out of the employment relationship between the Employee and the Employer, not being a problem relating to the fixing of new terms and conditions. 12.1.2 An Employee who believes he or she has an employment relationship problem should, with the assistance of TEU if he or she so chooses, raise the problem with his/her manager, that manager’s manager, his or her Head of School or Human Resources. 12.1.3 Both the Employee and Employer should try to resolve the problem by taking a win-win approach and, if suitable, use the University’s Employee Early Resolution Policy in an attempt to reach resolution.
Sample 1
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. The following procedure shall apply for resolving employment relationship problems as defined under the Employment Relations Act 2000, which does not include any problem with the fixing of new terms and conditions of employment.  A personal grievance alleging unjustified dismissal, disadvantage, discrimination, sexual or racial harassment, or duress, may be initiated by the employee (or NZMLWU on behalf of the employee).  A dispute over interpretation, application or operation of this Agreement may be initiated by either the employee (or NZMLWU on behalf of the employee) or the employer.  Any other problem relating to or arising out of the employment relationship. The objective of this procedure is to ensure that the issue is raised at the source of the grievance or dispute so that the issue can be resolved promptly, in-house, if possible, without disruption to the work operations.
Sample 1
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Related to PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS

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  • Central Dispute Resolution Committee a) There shall be established a Central Dispute Resolution Committee (CDRC), which shall be composed of two (2) representatives from each of the central parties, and two (2) representatives of the Crown. b) The Committee shall meet at the request of one of the central parties. c) The central parties shall each have the following rights: i. To file a dispute as a grievance with the Committee. ii. To engage in settlement discussions, and to mutually settle a grievance with the consent of the Crown. iii. To withdraw a grievance. iv. To mutually agree to refer a grievance to the local grievance procedure. v. To mutually agree to voluntary mediation. vi. To refer a grievance to final and binding arbitration at any time. d) The Crown shall have the following rights: i. To give or withhold approval to any proposed settlement between the central parties. ii. To participate in voluntary mediation. iii. To intervene in any matter referred to arbitration. e) Only a central party may file a grievance and refer it to the Committee for discussion and review. No grievance can be referred to arbitration without three (3) days prior notice to the Committee. f) It shall be the responsibility of each central party to inform their respective local parties of the Committee’s disposition of the dispute at each step in the central dispute resolution process including mediation and arbitration, and to direct them accordingly. g) Each of the central parties and the Crown shall be responsible for their own costs for the central dispute resolution process.

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