RESOLUTION OF EMPLOYMENT PROBLEMS. KiwiRail wants your employment to be a positive and rewarding experience however with the best intentions, differences will arise and the important thing is they are dealt with promptly, fairly and without recrimination with the objective of getting on with the job. Any concerns should be raised with your manager in the first instance. Your attention is drawn to clause 28 – Resolution of Employment Relationship Problems, which addresses the process to be followed in detail.
RESOLUTION OF EMPLOYMENT PROBLEMS. 62.1. For the employment relationship to be as successful as possible, it is important that the Employer and Employees deal effectively with any problems that may arise.
62.2. This procedure sets out information on how problems can be raised and worked through:
a. What is an employment relationship problem?
i. it can be anything that xxxxx or may harm the employment relationship, other than problems relating to negotiating the terms and conditions of employment;
ii. a personal grievance (a claim of unjustifiable dismissal, unjustifiable disadvantage, discrimination, sexual or racial harassment or duress in relation to membership or non- membership of a union or Employee organisation);
iii. a dispute (relating to the interpretation, application or operation of the employment Agreement); or
iv. any other problem relating to or arising out of an Employee's employment relationship with the Employer except matters relating to the fixing of new terms and conditions of employment.
RESOLUTION OF EMPLOYMENT PROBLEMS. 37.1 The procedures set out in Schedule D of this agreement shall apply in respect of the resolution of employment problems, including personal grievances.
RESOLUTION OF EMPLOYMENT PROBLEMS. 32.1. In order for the employment relationship to be as successful as possible, it is important that the Employer and Employees deal effectively with any problems that may arise.
32.2. This procedure sets out information on how problems can be raised and worked through:
a) What is an employment relationship problem?
i. It can be anything that xxxxx or may harm the employment relationship, other than problems relating to negotiating the terms and conditions of employment.
ii. A personal grievance (a claim of unjustifiable dismissal, unjustifiable disadvantage, discrimination, sexual or racial harassment or duress in relation to membership or non- membership of a union or Employee organisation).
iii. A dispute (relating to the interpretation, application or operation of the employment Agreement).
iv. Any other problem relating to or arising out of an Employee's employment relationship with the Employer except matters relating to the fixing of new terms and conditions of employment.
b) Clarify the problem
i. If either the Employer or the Employee feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding.
ii. An Employee may want to discuss a situation with someone else to clarify whether a problem exists, but in doing so the Employee should take care to respect the privacy of other Employees and managers, and to protect confidential information belonging to the Employer. For example, the Employee could seek information from: s the Employee's delegate / union, a lawyer, a community law centre or an employment relations consultant. s friends and family s the Ministry of Business, Innovation and Employment Labour Group on 0800 800 863 or on its website at xxx.xxxx.xxxx.xx pamphlets/fact sheets from the Ministry of Business, Innovation and Employment Labour Group.
c) Discuss the problem If either the Employer or Employee believes that there is a problem, it should be raised as soon as possible. This can be done in writing or orally provided the Employee feels comfortable doing so. An Employee should ordinarily raise the problem with their direct manager. Otherwise the problem can be raised with another appropriate manager. A meeting will usually then be arranged where the problem can be discussed. The Employee should feel free to bring a support person with them to the meeting if they wish. The Employer and Employee will then try to establish ...
RESOLUTION OF EMPLOYMENT PROBLEMS. All employment relationship problems which include personal grievance matters will be dealt with in accordance with the following procedure.
1) If you are having an employment relationship problem or personal grievance you should first raise it and try to resolve it with your manager.
2) If any matter you have raised under step 1 has not been resolved you should write to your manager setting out the details of your problem or grievance and the solution you seek to resolve the matter. A meeting will be arranged with you to discuss the issues raised.
3) If the problem is still not resolved you may refer the details to the Mediation Service of the Department of Labour or any alternative mediation provider as may be agreed.
4) If the problem is not resolved by mediation, it may be referred to the Employment Relations Authority for investigation and determination. You must raise a personal grievance with [Name of organisation] within 90 days of the grievance arising or coming to your notice.
RESOLUTION OF EMPLOYMENT PROBLEMS. In order for the employment relationship to be as successful as possible, it is important that the Employer and Employees deal effectively with any problems that may arise. This procedure sets out information on how problems can be raised and worked through:
