PROCEDURE FOR SETTLING DISPUTES. 13.01 (a) The parties agree that it is desirable that any complaints or grievances should be resolved as quickly as possible. Employees are therefore urged to try to settle their complaints with their Supervisor as soon as they occur.
PROCEDURE FOR SETTLING DISPUTES. The parties recognize that it is most desirable that all efforts be made to develop and maintain a good relationship between em- ployees and supervision. It is recognized that a variety of disputes or complaints may arise, many of which can be resolved by discussion between the em- ployee and their supervisor. To this end, employees are therefore urged to first attempt to resolve their complaints with their immedi- ate supervisor as soon as possible. If an employee has a complaint which they cannot resolve with their supervisor, a Xxxxxxx may attempt to resolve the complaint on behalf of the employee. The employee will have the option of having a Union Shop Xxxxxxx present at any meeting or hearing involving discipline. Should a dispute or complaint become a grievance between the Company and employee(s) relating to terms and conditions of em- ployment, or regarding an interpretation or alleged violation of this Agreement, an xxxxxxx effort will be made by both parties to settle the grievance through the grievance procedure. All grievances submitted to the Company must clearly outline the nature of the grievance, the remedy sought and the section(s) of the Agreement which are alleged to have been violated. Any state- ment of fact or other written material presented by the Union will be without prejudice to the position of the employee or the Union. Similarly, any written material presented by the Company will be without prejudice to the position of the Company. The objective of each party during the grievance procedure is to provide as much full disclosure as possible of all known facts regarding a griev- ance and that every effort should be made by the parties to resolve grievable matters at the lowest level of supervision.
Step 1 Within thirty (30) calendar days after the alleged griev- ance has arisen or within thirty (30) calendar days from the time the employee(s) should reasonably have known of the occurrence giv-
Step 2 Within five (5) days from the time a decision was made or should have been made under Step 1, the Shop Xxxxxxx may present the grievance in writing to the employee(s)' General Su- pervisor. At the option of the Shop Xxxxxxx the employee(s) may be in attendance. The employee(s)' General Supervisor shall in- vestigate the grievance and provide a written answer to the griev- ance within three (3) days.
Step 3 Within five (5) days from the time a decision was made or should have been made under Step 2, the Chief Shop Xxxxxxx or their desi...
PROCEDURE FOR SETTLING DISPUTES. 12.01 The Parties agree that it is desirable that any complaints or grievances should be settled as quickly as possible. Employees are therefore urged to try to settle their complaints with their immediate supervisor as soon after they arise as possible.
12.02 Should a dispute arise between the Company and any employee or employees regarding the interpretation or a violation of this Agreement, an xxxxxxx effort shall be made to settle the dispute in the following manner. For the purposes of Marginal Paragraphs 12.03, 12.04, and 12.05, "work days" means Monday to Friday, excluding Statutory Holidays.
12.03 Stage 1
12.04 Stage 2
12.05 Stage 3
PROCEDURE FOR SETTLING DISPUTES. 13.01 Should a dispute arise between the Company and any employee or employees regarding the interpretation or a violation of this Agreement, the employee or employees concerned shall first seek to settle the dispute with the immediate supervisor. Both parties agree that this should be the first step in a dispute resolution process and nothing in
PROCEDURE FOR SETTLING DISPUTES. 22.1.1 Should a dispute arise between any employee and the Employer which cannot be resolved by the employee and his/her Supervisor, the matter should be referred to the Factory Supervisor and Union Representative for resolution.
22.1.2 In the event they are unable to resolve the matter, it must then be referred to the Production Manager who will attempt to settle the dispute.
22.1.3 Should the dispute still not be resolved, the Union Representative will refer the matter to the Union Organiser who will make a further attempt at settlement.
22.1.4 If, after the above has been followed, the dispute still remains unresolved it will be referred to the Industrial Relations Commission of New South Wales for determination.
22.2.1 In the event that a stop work meeting is proposed, the employees agree to complete all work in progress and carry out whatever cleaning etc. is required to make the plant and surrounding areas properly clean, secure, safe and not liable to any damage or loss through being left unattended.
22.2.2 Should a settlement not be reached by conciliation, the dispute will proceed to arbitration in the normal manner and both parties agree to abide by the decision of the Industrial Relations Commission of New South Wales. This procedure has been accepted by both the Employer and Union in recognition of the fact that a major purpose of the Agreement is to obtain industrial peace and continuity of working. It is the intent therefore of the Agreement that normal work continues whilst the above procedure is being followed. No party shall be prejudiced as to final settlement by the continuance of work in accordance with the procedure.
22.2.3 The procedure for settling individual grievances of employees shall be as per 22.1.1 through to
PROCEDURE FOR SETTLING DISPUTES. (a) The parties agree that it is desirable that any complaints or grievances should be adjusted as quickly as possible. Employees are therefore urged to try to settle their complaints with their Supervisor as soon after they originate as possible.
(b) The Company is willing to meet any of its employees, or their representatives, for the purpose of discussing grievances or complaints with the object of reaching a satisfactory solution. In the event of any meeting between any employee(s) and Company representatives that occurs during working hours, such employee(s) shall be paid their hourly rate as defined in Article 19, Sub-section 19.
PROCEDURE FOR SETTLING DISPUTES. (i) Should a dispute arise between any employee and the Company which cannot be resolved by the employee and his supervisor, the matter should be referred to the Factory Supervisor and Union Representative for resolution.
(ii) In the event they are unable to resolve the matter, it must be referred to the Production Manager who will attempt to settle the dispute.
(iii) Should the dispute still not be resolved, the Union Representative will refer the matter to the Union Organiser who will make a further attempt at settlement.
(iv) If, after the above has been followed, the dispute still remains unresolved it will be referred to the Industrial Relations Commission of New South Wales for determination.
(v) In the event that a stop work meeting is proposed, the employees agree to complete all work in progress and carry out whatever cleaning etc. is required to make the plant and surrounding areas properly clean, secure, safe, and not liable to any damage or loss through being left unattended.
PROCEDURE FOR SETTLING DISPUTES. 1. It is agreed that any dispute that cannot be settled by the Contractor and the Local Union shall be referred to the Joint Conference Board which shall meet within forty-eight (48) hours and render a decision within three (3) days, Saturdays, Sundays and. holidays excepted.
2. Any grievance or dispute to be submitted shall be referred to the Joint Conference Board by the Union or the Association within ten (10) days after the complaining party (Employee, Union, Contractor or Association) has actual knowledge of the facts giving rise to the dispute; or when the Union or the Association determines that further discovery is necessary, within ten (10) days after the Union or the Association has made a final determination of the facts giving rise to the dispute.
3. Any party to a dispute who has a decision rendered against them by the Joint Conference Board shall immediately comply with the findings of such Committee.
PROCEDURE FOR SETTLING DISPUTES. 12.01 The Parties agree that it is desirable that any com- plaints or grievances should be settled as quickly as possible. Employees are therefore urged to try to settle their complaints with their immediate supervisor as soon after they arise as possible.
12.02 Should a dispute arise between the Company and any employee or employees regarding the interpretation or a
12.03 Stage 1
PROCEDURE FOR SETTLING DISPUTES. 4.1 This procedure shall apply to any grievances or disputes in relation to any industrial matter pertaining to the relations between the College and employees, the terms of this Agreement or the National Employment Standards. The procedure applies to disputes involving a single employee or any number of employees.
4.2 In the first instance the parties must attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor. If such discussions do not resolve the dispute, the parties will endeavour to resolve the dispute in a timely manner by discussions between the employee or employees concerned and more senior levels of management as appropriate.
4.3 If the dispute is unable to be resolved at the workplace, and all appropriate steps under Clause 4.2 have been taken, a party to the dispute may refer the dispute to Fair Work Commission (except where the grievance or dispute is in relation to whether the College had reasonable business grounds for refusing a request for flexible working arrangements or extended parental leave, in which case the matter cannot be referred to Fair Work Commission or another person for resolution).
4.4 The parties may agree on the process to be utilised by Fair Work Commission including mediation, conciliation and consent arbitration.
4.5 Where the matter in dispute remains unresolved, Fair Work Commission may exercise any method of dispute resolution permitted by the Fair Work Act that it considers appropriate to ensure the settlement of the dispute.
4.6 The College or an employee may appoint another person, organisation or association to accompany and/or represent them for the purposes of this Clause 4.
4.7 While the dispute resolution procedure is being conducted, work must continue in accordance with this Agreement and the Fair Work Act. Subject to applicable occupational health and safety legislation, an employee must not unreasonably fail to comply with a direction by the College to perform work, whether at the same or another workplace, which is safe and appropriate for the employee to perform.
