PROCEDURES Step 1. The Chief Executive will authorise a formal review to commence, which may impact on staff. Notification of the review will be sent to the National Secretary/Chief Executive of TIASA, the Chairperson of the local branch of the Association, and potentially affected staff, where the review of the whole or part of the Institute’s organisational structure or function may result in significant changes to either the structure, staffing or work practices affecting existing staff. The Employer will consult with TIASA on the extent of the review process, the terms of reference and timeline for the review. XXXXX will respond without undue delay. The Employer will genuinely consider any advice given before finalising details. When it is clear that a possible surplus staffing situation will affect only one position, the process as outlined below may be modified by agreement.
PROCEDURES Step 1. In the event a complaint remains unresolved to the satisfaction of all parties, the employee may request a conference with the complaint to attempt to resolve the complaint. If the complaint is unresolved as a result of such conference, the complaint shall move to Step 2. If the complainant refuses to participate in this procedure, any and all references to the complaint shall be removed from the employee’s record, if any are kept, regardless of location.
PROCEDURES Step 1. 1. Within twenty (20) days of the alleged grievance, or when the grievant had knowledge of it, the grievant shall attempt to resolve the grievance with the building principal or immediate supervisor and any administrator involved above the building level. If the grievance involves only an administrator above the building level, the grievant shall attempt to resolve the grievance with that administrator.
