Procedures for Preventing and Settling Disputes. 68.1 If a dispute between the Employer and an Employee, or Employees, relates to:
(a) a matter arising under this Agreement; or
(b) the National Employment Standards, this clause 68 sets out procedures to settle the dispute.
68.2 An Employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 68.
68.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and the Employer or the relevant supervisors or managers.
68.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission.
68.5 The Fair Work Commission may deal with the dispute in two stages:
(a) the Fair Work Commission 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 the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then:
(i) arbitrate the dispute; and
(ii) make a determination that is binding on the parties.
68.6 While the parties are trying to resolve the dispute using the procedures in this clause 68:
(a) an Employee must continue to perform their work as they would normally unless they have a reasonable concern about an imminent risk to their health or safety; and
(b) an Employee must comply with a direction given by the Employer to perform other available work at the same workplace, or at another workplace, unless:
(i) the work is not safe;
(ii) applicable occupational health and safety legislation would not permit the work to be performed;
(iii) the work is not appropriate for the Employee to perform; or
(iv) there are other reasonable grounds for the Employee to refuse to comply with the direction.
68.7 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 68. Pay Point 1 $23.16 $28.95 Pay Point 2 $23.91 $29.89 Pay Point 3 $24.76 $30.95 Pay Point 1 $30.46 $38.08 Pay Point 2 $31.41 $39.26 Pay Point 3 $32.37 $40.46 Pay Point 4 $33.23 $41.54 Pay Point 1 $34.04 $42.55 Pay Point 2 $35.02 $43.78 Pay Point 3 $36.50 $45.63 Pay Point 1 $39.26 $49.08 Pay Point 2 $40.29 $50.36 Pay Point 3 $41.32 $51.65 Pay Point 4 $42.25 $52.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.88 $57.35 Pay Point 3 $46.95 $58.69 Pay Point 4 $47.45 $59.31 P...
Procedures for Preventing and Settling Disputes.
2.4.1 If a dispute relates to:
(a) a matter arising under this Agreement;
(b) the National Employment Standards; or
(c) a matter between an employee(s) and an employer in respect to any industrial matter, this clause sets out procedures to settle the dispute.
2.4.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause.
2.4.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the employee or employees and relevant supervisors and/or management.
2.4.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission.
2.4.5 The Fair Work Commission may deal with the dispute in 2 stages:
(a) the Fair Work Commission 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 the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then:
(i) arbitrate the dispute; and
(ii) make a determination that is binding on the parties.
Procedures for Preventing and Settling Disputes a) If a dispute relates to: i. a matter arising under this agreement; or
Procedures for Preventing and Settling Disputes.
14.1 Consistent with Part 13 of the Workplace Relations Act 1996, the following are the procedures for preventing and settling disputes between Geoscience Australia and its employees concerning the application or interpretation of this Agreement.
14.2 Without prejudice to either the employer or the employees, Geoscience Australia and its employees will ensure that work continues and that work practices will be in accordance with relevant Acts and agreements, and custom and practice. In instances where a genuine safety issue is identified, or where an employee has a reasonable concern about an imminent risk to his or her health and safety, the employee(s) will not be required to continue working in an unsafe environment, but will be required to undertake suitable alternative work until the issue is resolved.
14.3 It is the responsibility of Geoscience Australia and its employees to take reasonable and genuine internal steps to prevent or settle disputes by discussion. In each instance, the steps taken shall be timely and appropriate to the early settlement of the particular matters in dispute.
14.4 In the first instance, disputes should be addressed at the local work area level through discussions between the relevant nominated manager(s) and the employee(s) involved. If the dispute is not resolved or if it is not appropriate for the dispute to be resolved there, the matter may be referred to more senior levels of management for resolution.
14.5 If the matter cannot be resolved, the parties to the dispute and their representatives may participate in mediation conducted by an agreed mediator or refer the matter to the AIRC for conciliation and/or arbitration pursuant to section 709 of the Workplace Relations Act 1996.
14.6 For the purposes of section 711 of the Workplace Relations Act 1996, the parties agree that the AIRC may exercise the powers and procedures outlined in sections 110 and 111 of the Workplace Relations Act 1996.
14.7 Any decision or direction made by the AIRC shall be in writing and shall be accepted by all affected persons. The parties agree to accept and comply with any direction or determination, and agree that these are enforceable in a Court of competent jurisdiction.
14.8 Where a dispute has been arbitrated by the AIRC, a party to the dispute may, within 21 days of the decision being made, appeal to the Full Bench of the AIRC, against that decision. This is in relation to the arbitrated dispute, on the grounds that the AIRC was in er...
Procedures for Preventing and Settling Disputes. 12.1 Consistent with section 170LT(8) of the Workplace Relations Act 1996, the following are the procedures for preventing and settling disputes between Geoscience Australia and its employees concerning the application or interpretation of this Agreement.
12.2 Without prejudice to either the employer or the employees, Geoscience Australia and its employees will ensure that work continues and that work practices will be in accordance with relevant Acts and agreements, and custom and practice. In instances where a genuine safety issue is identified, employees will not be required to continue working in an unsafe environment, but will be required to undertake suitable alternative work until the issue is resolved.
12.3 It is the responsibility of Geoscience Australia and its employees to take reasonable and genuine internal steps to prevent or settle disputes by discussion. In each instance, the steps taken shall be timely and appropriate to the early settlement of the particular matters in dispute.
12.4 In the first instance, disputes should be addressed at the local work area level through discussions between the relevant nominated manager and the staff member(s) involved. If the dispute is not resolved or if it is not appropriate for the dispute to be resolved there, the matter may be referred to more senior levels of management for resolution. If the dispute is still unresolved, it may be referred to the Workplace Relations Committee, which may make a recommendation to the Chief Executive Officer.
12.5 In the event that the dispute is unable to be resolved after following the steps in Clause 12.4 above, the specific matter or matter(s) in dispute may be referred to the AIRC by the parties to the dispute.
12.6 Consistent with section 170LW of the Workplace Relations Act 1996, the AIRC, by this Agreement, is empowered to settle the matter in dispute, unless otherwise specified in this Agreement.
12.7 An employee is entitled to be supported and/or represented at any stage of these procedures, by a person or organisation, (which may include a union), of their own choice.
Procedures for Preventing and Settling Disputes. 53.1 The following are the procedures for preventing and settling disputes between IP Australia and employees whose employment is covered by this Agreement about matters arising under this Agreement.
53.2 The parties to the dispute must ensure that work continues normally and that work practices are in accordance with relevant agreements. In instances where a genuine safety issue is involved, employees will not be required to work in an unsafe environment but will undertake suitable alternative work until the issue is resolved.
53.3 It is the responsibility of the parties to the dispute to take reasonable and genuine steps to prevent or settle disputes by discussion and, if necessary, by negotiation. In each instance the steps taken shall be timely and appropriate to the early settlement of the particular matters in dispute.
53.4 Throughout the procedures either party will have a reasonable opportunity to choose to be represented and assisted by a person of their choice. Where employees choose to be represented, they will inform their immediate supervisor and/or the relevant level of management.
53.5 Affected employees and their representative will be given reasonable time off without deduction of salary for resolving matters arising under these dispute resolution processes.
53.6 It is agreed that the following procedures will apply:
a) The employee/s will discuss the matter with his/her/their immediate supervisor. In circumstances where the matter may relate to the behaviour or actions of the immediate supervisor, and it would be inappropriate to discuss the matter at that level, the employee may discuss the matter with the next highest level of management.
b) If the matter is not resolved at that level, the persons concerned may arrange further discussions involving more senior levels of management as appropriate.
c) If the dispute remains unresolved the dispute may be referred to an independent mediator for resolution provided that the parties to the dispute mutually agree to mediation occurring and to the person nominated to undertake the mediation.
d) The mediator should initially be satisfied that the persons concerned have genuinely undertaken the steps outlined above. Should mediation prove unsuccessful, the mediator is empowered to make recommendations to the Director General.
e) Nothing in the above procedure shall preclude a manager from referring the matter to the appropriate level of management in circumstances where that level of management h...
Procedures for Preventing and Settling Disputes. 69.1 If a dispute relates to:
(a) a matter arising under this Agreement; or
(b) the National Employment Standards; this Section sets out procedures to settle the dispute.
69.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this section.
69.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the employee or employees and the relevant supervisors and/or managers.
69.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission.
69.5 The Fair Work Commission may deal with the dispute in two stages:
(a) The Fair Work Commission 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 the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then:
(i) arbitrate the dispute; and
(ii) make a determination that is binding on the parties.
Procedures for Preventing and Settling Disputes. The parties agree that the Employer’s Group Management System (GMS) Our People Policy & Performance Standard for all Grievances and Disputes (Appendices A & G) will apply.
Procedures for Preventing and Settling Disputes. 3.1.1 The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and the Employer in respect of any industrial matter and all other matters that the parties agree on and are specified herein. Such procedure shall apply to a single employee or to any number of employees.
3.1.2 In the event of an employee having a grievance or dispute the employee shall, in the first instance, attempt to resolve the matter with the immediate supervisor, who shall respond to such request within two (2) working days.
3.1.3 If the grievance or dispute is not resolved under sub-clause 3.1.2 hereof, the employee may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee. At this stage, and any stage hereafter, the employee may nominate a representative to act on their behalf.
3.1.4 If the grievance or dispute is still unresolved after discussions listed in sub-clause 3.1.3 hereof, the matter shall, to a member of the relevant Hospital Executive or nominated representative of the Employer. This action should occur as soon as it is evident that discussions under sub- clause 3.1.3 hereof will not result in resolution of the dispute but in any event no longer than seven (7) days after the above discussions have taken place.
3.1.5 If, after discussion between the parties, or their nominees as outlined in sub-clause 3.1.4, the dispute remains unresolved, then notification of the existence of the dispute is to be given in pursuance of Part 13 of the Act.
3.1.6 Whilst the foregoing procedure is being followed normal work shall continue except in the case of a genuine safety issue.
3.1.7 Except in the case of termination, the status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed.
Procedures for Preventing and Settling Disputes. 3.2.1 The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and the employer in respect to any industrial matter, including (but not limited to) the terms and conditions of this Agreement, the National Employment Standards and all other matters that the Parties agree on and are specified herein. Such procedure shall apply to a single employee or to any number of employees.
3.2.2 A party to the dispute may appoint any other person, organisation or association to accompany or represent them in relation to the dispute.
3.2.3 In the event of an employee having a grievance or dispute the employee shall, in the first instance, attempt to resolve the matter with the immediate supervisor, who shall respond to such matter as soon as reasonably practicable under the circumstances.
3.2.4 If the grievance or dispute is not resolved under subclause 3.2.3 hereof, the employee or the employee’s representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee or the employee’s representative/s.
3.2.5 If the grievance or dispute is still unresolved after discussions listed in subclause 3.2.4 hereof, the matter shall, in the case of a union member, be reported to the Secretary of the relevant Union of Employees and the relevant senior management of the employer or the employer’s nominated industrial representative. An employee who is not a union member may report the grievance or dispute to Senior Management or the employer’s nominated industrial representative.
3.2.6 If, after discussion between the Parties, or their nominees mentioned in subclause 3.
