Raising Employment Relationship Problems. (a) Any employment relationship problem, should in the first instance be raised by the employer with the employee or the employee with the employer as soon as possible.
(b) The employee and/or the employer are entitled to seek advice and assistance from their chosen representative in raising and/or discussing the problem.
(c) If the employee wishes to raise the employment relationship problem with the employer in writing or the matter is not resolved when the employee raises the problem with the employer, the employee should submit to the employer written notice of the personal grievance, dispute or problem, covering the following points: • details of their grievance, dispute or problem; • why he/she feels aggrieved; and • what solution he/she seeks to resolve the grievance, dispute or problem.
(d) The employee and the employer shall meet to discuss and attempt in good faith, to resolve the employment relationship problem.
Raising Employment Relationship Problems. 29.4.1 An employment relationship problem should be raised and discussed with the employee's manager as soon as possible.
29.4.2 The employee is entitled to seek advice and assistance from a union representative in raising and discussing the problem.
29.4.3 The employee, employer and union will try in good faith to resolve the problem without the need for further intervention.
Raising Employment Relationship Problems. An employment relationship problem should be raised and discussed with employee’s supervisor or manager as soon as possible. The employee is entitled to seek advice and assistance from his/her union representative/delegate in raising and discussing the problem. The employee, employer and relevant Union will endeavour in good faith to resolve the problem without the need for further intervention. If the employee and/or representative wish to raise the employment relationship problem with the Employer in writing or the matter is not resolved when the employee raises the problem with the Employer, the employee should submit to the Employer written notice of the personal grievance, dispute or problem covering the following points:
(a) Details of his/her grievance, dispute or problem; and
(b) Why he/she feels aggrieved;
(c) What solution he/she seeks to resolve the grievance, dispute or problem.
Raising Employment Relationship Problems. An employee with an employment relationship problem is advised to first consult with their union representative. An employment relationship problem is raised with the employer when the employee makes the employer or a representative of the employer aware of the problem. The preferred method is for the employee to first speak with his/her supervisor or manager. If for any reason the employee does not wish to raise the matter with the supervisor or manager, the employee should speak to another manager or someone else in authority so that the issue can be dealt with at an early stage. If the employee prefers to raise the matter in writing, or if the issue that has been verbally raised in the manner noted in the paragraph above has not been resolved, the employee should write to the employer setting out the details of the problem, grievance or dispute, and specify the solution the employee seeks to resolve the matter.
Raising Employment Relationship Problems. Any employment relationship problem should, in the first instance, be raised by the Trust with the Employee or the Employee with the Trust as soon as possible. • An Employee should discuss their concerns with their immediate manager, however if they are not comfortable in doing this, they can speak with the People & Communications manager or any other manager of the organisation. • The Employee and/or the Organisation are entitled to seek advice and assistance from their chosen representative in raising and/or discussing the problem. • If the Employee wishes to raise the employment relationship problem with the Organisation in writing or the matter is not resolved when the Employee raises the problem with the Organisation, the Employee should submit to the Organisation written notice of the personal grievance, dispute or problem covering the following points: • Details of their grievance, dispute or problem; and • Why he/she feels aggrieved; and • What solution he/she seeks to resolve the grievance, dispute or problem • The Employee and the Trust shall meet to discuss and attempt in good faith to resolve the employment relationship problem.
Raising Employment Relationship Problems. 22.2.1 The assistance of a union delegate or representative may be sought at any time.
22.2.2 An employment relationship problem should be raised and discussed with the worker’s supervisor or manager as soon as possible.
22.2.3 The worker and employer will endeavour to resolve the problem without need for further intervention.
22.2.4 The worker may choose to seek independent advice or representation.
Raising Employment Relationship Problems. (a) Any employment relationship problem should in the first instance be raised by the employer with the employee or the employee with the employer as soon as possible.
(b) The employee and/or the employer are entitled to seek advice and assistance from their
(c) If the employee wishes to raise the employment relationship problem with the employer in writing or the matter is not resolved when the employee raises the problem with the employer, the employee should submit to the employer written notice of the personal grievance, dispute or problem, covering the following points: why he/she feels aggrieved; what solution he/she seeks to resolve the grievance, dispute or problem.
(d) The employee and the employer shall meet to discuss and attempt in good faith to resolve the employment relationship problem.
Raising Employment Relationship Problems. (i) Any employment relationship problem, should in the first instance be raised by the employer with the employee or the employee with the employer as soon as possible.
(ii) The employee and/or the employer are entitled to seek advice and assistance from their chosen representative in raising and/or discussing the problem.
(iii) If the employee wishes to raise the employment relationship problem with the employer in writing or the matter is not resolved when the employee raises the problem with the employer, the employee should submit to the employer written notice of the personal grievance, dispute or problem, covering the following points:-
a. details of their grievance, dispute or problem; and
b. why they feel aggrieved
c. what solution they seek to resolve the grievance, dispute or problem.
(iv) The employee and the employer shall meet to discuss and attempt in good faith, to resolve the employment relationship problem.
Raising Employment Relationship Problems. 14.2.1 Any employment relationship problem should in the first instance be raised by the Employer with the Employee or the Employee with the Employer as soon as possible.
14.2.2 The Employee and/or Employer are entitled to seek advice and assistance from their union representative or other chosen representative in raising and/or discussing the problem.
14.2.3 If the Employee wishes to raise the employment relationship problem with the Employer in writing or the matter is not resolved when the Employee raises the problem with the Employer, the Employee should submit to the Employer written notice of the personal grievance, dispute or problem covering the following points:
a. details of his/her grievance, dispute or problem; and
b. why he/she feels aggrieved
c. what solution he/she seeks to resolve the grievance dispute or problem.
14.2.4 The Employee and the Employer shall meet to discuss and attempt in good faith to resolve the employment relationship problem.
Raising Employment Relationship Problems. 37.4.1 Any employment relationship problem should be raised and discussed with the Employee’s manager as soon as possible.
37.4.2 The Employee is entitled to seek advice and assistance from a union representative in raising and discussing the problem.
37.4.3 The Employee, Employer and NZNO will try in good faith to resolve the problem without the need for further intervention.
