Procedures relating to grievances of individual Employees a) The Employee is initially required to notify (in writing or otherwise) the Company as to the substance of the grievance and the remedy sought, at a meeting with the Company’s representative (the immediate supervisor).
b) Where no satisfactory resolution occurs, the grievance may be elevated to higher levels of management up to Regional Manager level.
c) Reasonable time limits must be allowed for discussion at each level of authority.
d) At the conclusion of the discussions, the Company must provide a response to the Employee’s grievance(s) if the matter has not been resolved, including reasons for not implementing any proposed remedy.
e) While this procedure is being followed, normal work must continue.
f) Unresolved matters shall be formally submitted to the Australian Industrial Relations Commission by either party or their representatives if either party so chooses, initially for conciliation.
g) In the event that conciliation is not successful, and provided both parties agree, they may request the AIRC to arbitrate the matter with their decision being accepted as the full and final resolution of the dispute. Individual rights to the process of legal appeal are not affected.
Procedures relating to grievances of individual Employees. The following procedure will apply when an individual employee has a grievance:
(a) the employee shall notify his/her immediate supervisor as to the substance of the grievance, request a meeting with the supervisor and indicate the remedy being sought,
(b) if the grievance remains unresolved following the requested meeting, it shall be the subject of further discussions between the employee and the Company on a graduated basis with a view to resolution at higher levels of authority. The steps outlined in clause 28 may be followed where appropriate;
(c) reasonable time limits must be allowed for discussion at each authority level,
(d) at the conclusion of the discussion, if the matter has not been resolved, the Company shall provide a response to the employee regarding the grievance, including reasons for not implementing any proposed remedy; while the procedure is being followed, work shall continue as normal; and
(e) the employees may elect to be represented by the Union representative (or nominee) on site at the initial discussion.
Procedures relating to grievances of individual Employees. (i) The employee is required to notify (in writing or otherwise) the Company as to the substance of the grievance, request a meeting with the Company for bilateral discussions and state the remedy sought.
(ii) A grievance must initially be dealt with as close to its source as possible, with graduated steps for further discussion and resolution at higher levels of authority. This may include the involvement of the Company's consultative committee, and / or some form of mediation.
(iii) Reasonable time limits must be allowed for discussion at each level of authority.
(iv) At the conclusion of the discussion, the employer must provide a response to the employee's grievance, if the matter has not been resolved, including reasons for not implementing any proposed remedy.
(v) While a procedure is being followed, normal work must continue.
(vi) The employee may be represented or assisted by another person.
Procedures relating to grievances of individual Employees. (i) The Employee is required to notify (in writing or otherwise) the Company as to the substance of the grievance, at a meeting with the Company for discussions and state the remedy sought;
Procedures relating to grievances of individual Employees. The employee is to notify their immediate supervisor of the grievance and remedy sought. A grievance must initially be dealt with as close to its source as possible. Grievances are to be resolved by the following steps: Step 1: Discussion between the employee and the Packaging Engineering Manager. Then if not resolved: Step 2: Discussion with the Packaging Manager. Then if not resolved:
Procedures relating to grievances of individual Employees. Procedures Relating To Dispute Etc. Between Msda And Employees 2.9.3 Personnel Assistance 2.9.4 Record 2.10 Measurement Of Work Arrangements
Procedures relating to grievances of individual Employees. The employee is to notify their immediate supervisor of the grievance and remedy sought. A grievance must initially be dealt with as close to its source as possible. Grievances are to be resolved by the following steps: Step 1: Discussion between the employee and the Packaging Facilitator. Then if not resolved: Step 2: Discussion with the Packaging Manager. Then if not resolved: Step 3: Discussion with the Operations Manager - or their nominee. Then if not resolved: Step 4: Accessing the Industrial dispute procedure in 2.9.2. Reasonable time limits must be allowed for discussion at each level of authority. At the conclusion of the discussion, if the matter has not been resolved, the manager is to provide a response to the employee's grievance including reasons for not implementing any proposed solution.
Procedures relating to grievances of individual Employees. 33.1 The following procedure will apply when an individual Employee has a grievance concerning the application of this Agreement: -
33.1.1. The Employee shall notify his/her immediate supervisor as to the substance of the grievance, request a meeting with the supervisor and indicate the remedy being sought.
33.1.2. If the grievance remains unresolved following the meeting requested, it should be the subject of further discussions between the Employee and the Company on a graduated basis with a view to resolution at higher levels of authority. The steps outlined in Clause 34 may be followed at this stage where appropriate.
33.1.3. Reasonable time limits must be allowed for discussion at each level of authority.
33.1.4. At the conclusion of the discussion, the Company shall provide a response to the Employee’s grievance if the matter has not been resolved, including reasons for not implementing any proposed remedy.
33.1.5. While the procedure is being followed, work shall continue as normal.
33.1.6. The Employee may have a witness present during all discussions, however the Company will not accept any cost incurred for any representation for the Employee.
Procedures relating to grievances of individual Employees. The employee is to notify their immediate supervisor of the grievance and remedy sought. A grievance must initially be dealt with as close to its source as possible. Grievances are to be resolved by the following steps: Step 1 - Discussion between the employee and the Packaging Engineering Manager. Then if not resolved: Step 2 - Discussion with the Packaging Manager. Then if not resolved: Step 3 - Discussion with the Operations Manager - or their nominee. Then if not resolved: Step 4 - Accessing the Industrial dispute procedure in 2.10.2. Reasonable time limits must be allowed for discussion at each level of authority. At the conclusion of the discussion, if the matter has not been resolved, the manager is to provide a response to the employee's grievance including reasons for not implementing any proposed solution. While a procedure is being followed, normal work must continue. The employee may be represented by the AWU of employees or other representative at any stage of discussion which the employee is to arrange to be present at the meeting.
Procedures relating to grievances of individual Employees. The following procedure will apply when an individual employee has a grievance:
(a) The employee shall notify his/her immediate supervisor as to the substance of the grievance, request a meeting with the supervisor and indicate the remedy being sought.
(b) If the grievance remains unresolved following the requested meeting, it shall be the subject of further discussions between the employee and the Company on a graduated basis with a view to resolution at higher levels of authority.
(c) Reasonable time limits must be allowed for discussion at each level authority.
(d) At the conclusion of the discussion, (if the matter has not been resolved) the Company shall provide a response to the employee’s grievance, including reasons for not implementing any proposed remedy. While the procedure is being followed, work shall continue as normal, and;
(e) The employees may elect to be represented by the Union representative (or nominee) on site at the initial discussion.
