Common use of Procedures relating to grievances of individual Employees Clause in Contracts

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. 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, 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 levelManaging Director 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. 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, 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 levelLevel. 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. ‌ 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, 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 levelLevel. 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. 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, 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 levelthe Manager. 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 Where conciliation is not successful, and provided both parties agree, they may request the AIRC Australian Industrial Relations Commission 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.