Raising an Employment Relationship Problem Sample Clauses

Raising an Employment Relationship Problem. To raise an employment relationship problem, you should advise the Employer of the existence and nature of the problem and that you want something done about it. A personal grievance must be raised with the Employer within 90 days of the action occurring or coming to your notice, whichever is the later (s114 ERA). A written submission is preferable.
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Raising an Employment Relationship Problem. Where you consider you have an employment relationship problem you should discuss the matter with your Restaurant Manager/Franchisee at the earliest opportunity, in an endeavour to resolve the matter promptly by direct discussion. If the matter is not resolved, you should put your complaint in writing and give it to your Restaurant Manager/Franchisee. A further effort will be made to resolve the matter. In the event you are unable to resolve the matter with your Restaurant Manager/Franchisee, or you believe it is inappropriate to raise it directly with your Restaurant Manager/Franchisee because of the nature of the problem, you should contact Unite Union on 0800 UNITE or the Mediation Service of the Department of Labour (0800 800 863). A Mediator from the Mediation Service will provide you with confidential assistance appropriate for the situation.
Sample 1Sample 2
Raising an Employment Relationship Problem. 10.2.1 Where a staff member considers they have an employment relationship problem the matter should be discussed with their manager at the earliest opportunity, in an endeavour to resolve the matter promptly by direct discussion. 10.2.2 If the matter is not resolved, the staff member should put the complaint in writing to their manager. A further effort will be made to resolve the matter. 10.2.3 In the event the matter remains unresolved, or the staff member believes it is inappropriate to raise it directly with their manager because of the nature of the problem, the staff member should contact the Regional Manager. If the matter still remains unresolved, the staff member should contact the Mediation Service of the Ministry of Innovation and Employment (MBIE)Department of Labour.
Sample 1
Raising an Employment Relationship Problem. Where an employee considers they have an employment relationship problem the matter should be discussed with their manager at the earliest opportunity, in an endeavour to resolve the matter promptly by direct discussion. If the matter is not resolved, the employee should put the complaint in writing to their Manager. A further effort will be made to resolve the matter. In the event the matter remains unresolved, or the employee believes it is inappropriate to raise it directly with their Manager because of the nature of the problem, the employee should contact the General Manager. Following this, if the matter still remains unresolved, then the employee should contact the Mediation Service of the Department of Labour.
Sample 1
Raising an Employment Relationship Problem. 11.2.1 Where an employee considers they have an employment relationship problem the matter should be discussed with their manager at the earliest opportunity, in an endeavour to resolve the matter promptly by direct discussion. 11.2.2 If the matter is not resolved, the employee should put the complaint in writing to their manager. A further effort will be made to resolve the matter. 11.2.3 In the event the matter remains unresolved, or the employee believes it is inappropriate to raise it directly with their manager because of the nature of the problem, the employee should contact the Regional Manager. If the matter still remains unresolved, the employee should contact the Mediation Service of the Ministry of Business, Innovation and Employment (MBIE).
Sample 1
Raising an Employment Relationship Problem. ‌ To raise an employment relationship problem, you should advise the Employer of the existence and nature of the problem and that you want something done about it. A personal grievance must be raised with the Employer within 90 days of the action occurring or coming to your notice, whichever is the later (s114 ERA). A written submission is preferable. SERVICES AVAILABLE FOR RESOLUTION‌ Following is a description of the services available for the resolution of an employment relationship problem. ▪ Advise your Employer You should advise your employer of your employment relationship problem by informing your manager. If you do not feel comfortable about raising the matter directly with your manager you should inform their manager. You could also choose to have your representative approach your manager or their manager on your behalf.
Sample 1
Raising an Employment Relationship Problem. If the employee thinks they have an employment relationship problem they should discuss this with their reporting manager and/or a member of the Employer's People & Culture team at the earliest opportunity in an attempt to resolve the matter quickly by direct discussion. The employee is entitled to seek advice and assistance from a Union representative in raising and discussing the problem. The employee, Employer and Union will try in good faith to resolve the problem without the need for further intervention. If the matter remains unresolved, the employee should contact the mediation service of the Ministry of Business, Innovation and Employment, which is a free mediation service which can provide assistance to help resolve the problem. All parties must co-operate in good faith with the mediator in a further effort to resolve the problem. Mediation is confidential and, if it does not resolve the problem, is without prejudice to the parties' positions. Any settlement of the problem signed by the mediator will be final and binding. The Ministry of Business, Innovation and Employment can be contacted on: 0800 800 863, or xxx.xxxxxxxxxx.xxxx.xx
Sample 1
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Related to Raising an Employment Relationship Problem

  • EMPLOYMENT RELATIONSHIP PROBLEMS What is an Employment Relationship Problem?

  • Employment Relationship Employment with the Company is for no specific period of time. Your employment with the Company will be “at will,” meaning that either you or the Company may terminate your employment at any time and for any reason, with or without cause. Any contrary representations that may have been made to you are superseded by this letter agreement. This is the full and complete agreement between you and the Company on this term. Although your job duties, title, compensation and benefits, as well as the Company’s personnel policies and procedures, may change from time to time, the “at will” nature of your employment may only be changed in an express written agreement signed by you and a duly authorized officer of the Company (other than you).

  • Termination of Employment Relationship A casual employee who has not been called to report for work, or who has been unavailable for work for twelve (12) months, notwithstanding Article 39.03(b), shall cease to be an employee.

  • At-Will Employment Relationship Executive’s employment with the Company is at-will and not for any specified period and may be terminated at any time, with or without Cause or advance notice, by either Executive or the Company. Any change to the at-will employment relationship must be by specific, written agreement signed by Executive and an authorized representative of the Company. Nothing in this Agreement is intended to or should be construed to contradict, modify or alter this at-will relationship.

  • No Employment Relationship Whether or not any Options are to be granted under this Plan shall be exclusively within the discretion of the Plan Administrator, and nothing contained in this Plan shall be construed as giving any person any right to participate under this Plan. The grant of an Option shall in no way constitute any form of agreement or understanding binding on the Company or any Related Company, express or implied, that the Company or any Related Company will employ or contract with an Optionee, for any length of time, nor shall it interfere in any way with the Company’s or, where applicable, a Related Company’s right to terminate Optionee’s employment at any time, which right is hereby reserved.

  • EMPLOYMENT RELATIONSHIPS The ORGANIZATION, its employees, volunteers or agents performing under this Agreement are not deemed to be employees of the COUNTY, nor volunteers or agents of the COUNTY in any manner whatsoever. No officer, employee, volunteer or agent of the ORGANIZATION will hold themselves out as, or claim to be, an officer, employee, volunteer or agent of the COUNTY by reason hereof, nor will they make any claim, demand or application to or for any right or privilege applicable to an officer, employee volunteer or agent of the COUNTY. The parties agree that the COUNTY will not be responsible for the payment of any industrial insurance premiums or related claims or other benefits that may arise during the performance of services under this Agreement for any ORGANIZATION employee or volunteer, or for any consultant’s, contractor’s or subcontractor’s employee(s) or agent(s) that has been retained by the ORGANIZATION.

  • Employment Relations (a) BETA and each of its subsidiaries is in compliance with all Federal, state or other applicable laws, domestic or foreign, respecting employment and employment practices, terms and condi­tions of employment and wages and hours, and has not and is not engaged in any unfair labor practice; (b) no unfair labor practice complaint against BETA or any of its subsidiaries is currently pending before the National Labor Relations Board nor has such a complaint been pending in the last two years; (c) there is no labor strike, dispute, slowdown or stoppage actually pending or threatened against or involving BETA or any of its subsidiaries nor has one existed during the last two years; (d) no representation question exists respecting the employees of BETA or any of its subsidiaries; (e) no grievance which might have an adverse effect upon BETA or any of its subsidiaries or the conduct of BETA ’ Business exists, no arbitration proceeding arising out of or under any collective bargaining agreement is pending and no claim therefor has been asserted; (f) Neither BETA nor any of its subsidiaries is a party to, nor does there otherwise exist, any union, collective bargaining agreement or similar agreement with respect to the employees of BETA or any of its subsidiaries and no collective bargaining agreement or similar agreement is currently being negotiated by BETA or any of its subsidiaries; and (g) Neither BETA nor any of its subsidiaries has experienced any labor difficulty during the last two years. There has not been any adverse change in relations with employees of BETA or any of its subsidiaries as a result of any announcement of the transactions contemplated by this Agreement.

  • Not an Employment Agreement This Agreement is not an employment agreement, and no provision of this Agreement shall be construed or interpreted to create an employment relationship between you and the Company or any Affiliate or guarantee the right to remain employed by the Company or any Affiliate for any specified term.

  • Our Relationship With You We are an independent contractor for all purposes, except that we act as your agent with respect to the custody of your funds for the Service. We do not have control of, or liability for, any products or services that are paid for with our Service. We also do not guarantee the identity of any user of the Service (including but not limited to recipients to whom you send payments).

  • Consulting Relationship During the term of this Agreement, Consultant will provide consulting services to the Company as described on Exhibit A hereto (the “Services”). Consultant represents that Consultant is duly licensed (as applicable) and has the qualifications, the experience and the ability to properly perform the Services. Consultant shall use Consultant’s best efforts to perform the Services such that the results are satisfactory to the Company.

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