RESOLUTION OF WORKPLACE DISPUTES Sample Clauses

RESOLUTION OF WORKPLACE DISPUTES. Employees will be able to utilise this disputes procedure for any claim or grievance, which arises during their employment (except a dispute over the termination of employment). While this procedure is being followed, the status quo will prevail and work will continue normally, if safe, until settlement is reached. No party will be prejudiced as to the final settlement by the continuance of work in accordance with this provision. If an employee wishes to raise a dispute or grievance they will initially confer with their immediate supervisor who will endeavour to resolve the matter. If the matter cannot be resolved by the end of the next working day, a verbal or written progress report will be given to the employee by their immediate supervisor. If the matter is not satisfactorily resolved, the employee may place the matter before their immediate manager and department head who will take all reasonable steps to resolve it. The employee may have a representative of their own choice at this meeting if they so desire, which may include a Union Representative. If the matter cannot be resolved, by the end of the manager’s next working day after the meeting a progress report will be given to the employee by the departmental manager. If the matter remains unresolved, the employee may place the matter before the Human Resources Department and/or the General Manager. The matter and all relevant circumstances relating to it will be reviewed including all reasonable steps that have been taken to resolve it. A written reply stating the reason why the decision will be varied, reversed or affirmed by the Human Resources Department and/or General Manager will be given to the employee within one (1) week, where practicable, of the matter coming to the attention of the Human Resources Department and General Manager.
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RESOLUTION OF WORKPLACE DISPUTES. (a) If a dispute relates to: (i) A matter arising under the Agreement; or (ii) The National Employment Standards; This term sets out procedures to settle the dispute. (b) An Employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this term. (c) In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and relevant Production Managers and/or management. (d) If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to Fair Work Commission. (e) The Fair Work Commission may deal with the dispute in 2 stages: (i) the Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (ii) If the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: X. Xxxxxxxxx the dispute; and B. Make a determination that is binding on the parties. A decision that the Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Division 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. (f) While the parties are trying to resolve the dispute using the procedures in this term: (i) an Employee must continue to perform his or her work as he or she would normally unless he or she has a reasonable concern about an imminent risk to his or her health or safety; and (ii) An Employee must comply with a direction given by Stramit to perform other available work at the same workplace, or at another workplace, unless: A. The work is not safe; or B. Applicable occupational health and safety legislation would not permit the work to be performed; or C. The work is not appropriate for the Employee to perform; or D. There are other reasonable grounds for the Employee to refuse to comply with the direction. (g) The parties to the dispute agree to be bound by a decision made by the Fair Work Commission in accordance with this term.
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RESOLUTION OF WORKPLACE DISPUTES. 28.1. You will be able to utilise this disputes procedure for any claim or grievance, which arises during your employment (except a dispute over the termination of your employment). While this procedure is being followed, the status quo will prevail and work will continue normally, if safe, until settlement is reached. No party will be prejudiced as to the final settlement by the continuance of work in accordance with this provision. (a) Step One (i) Where appropriate, speak to the other person(s) involved and attempt to reach a resolution directly. (b) Step Two (i) If you are unable to resolve a dispute in accordance with step one, you will confer with your immediate supervisor who will endeavour to resolve the matter. If the matter cannot be resolved by the end of the next working day, a verbal or written progress report will be given to you by your supervisor.
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RESOLUTION OF WORKPLACE DISPUTES. You will be able to utilise this disputes procedure for any claim or grievance, which arises during your employment (except a dispute over the termination of your employment). While this procedure is being followed, the status quo will prevail and work will continue normally, if safe, until settlement is reached. No party will be prejudiced as to the final settlement by the continuance of work in accordance with this provision. Step One
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RESOLUTION OF WORKPLACE DISPUTES. All parties are committed to and will follow the grievance and dispute avoidance procedure, which will address all grievances and disputes quickly and fairly. A procedure for the avoidance and resolution of disputes applies to all partis covered by this Agreement. The mechanism and procedures for preventing an resolving industrial disputes will include (but not be limited to) the following. The party with the grievance must notify the other party at the earliest opportunity of the matter/problem that requires resolution. Throughout all stages of the procedure, all relevant facts must be clearly identified and recorded. Sensible time limits must be allowed for completion of the various stages of discussion. However, all parties must co-operate to ensure that those dispute resolution procedures are carried out as quickly as possible. Either party may have the opportunity to raise the issue to a higher step. 1. The Patrol Officer concerned will first meet and confer with their immediate Manager. The Patrol Officer may appoint another person to accompany and advise them, which may include a Patrol Representative. 2. If the matter is not resolved at such a meeting, the parties will arrange further discussions, involving senior management as appropriate. The Patrol Officer, Xxxxxxxx and an AMWU official will be involved in the discussion with Management. 3. In the event that there is agreement that reference to more senior management would not resolve the matter, the paries may jointly (or individually) refer the matter to the NSW Industrial Relations Commission, in exceptional circumstances, for resolution and/or recommendation to assist the parties in the resolution of the matter. While the above procedure is being followed the Company shall ensure that all practices applied during the operation of the procedure are in accordance with safe working practices.
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RESOLUTION OF WORKPLACE DISPUTES. All employee concerns and issues are investigated fairly, timely, in line with Accor values and following the escalation process. Any responses to a grievance will be acknowledged within 24 hours. All grievances will be responded to using the principles of natural justice. All stages of the dispute resolution process or investigation will be documented and placed on individual HR files. Management encourages the employees involved in a grievance to speak one-on-one openly and honestly about the situation. Further, employees are encouraged to follow this escalation process of mediators in the following order:
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RESOLUTION OF WORKPLACE DISPUTES. 40.1 The following procedures must be used should any dispute arise in relation to: a) this agreement, including the terms of any award or agreement incorporated into this agreement b) any workplace policy, practice or procedure. The above subclauses do not limit the matters about which the parties may agree to resolve disputes under this procedure. 40.2 How is a workplace dispute resolved? (a) Should any matter (other than termination under clause 31.1) arise which gives cause for concern it shall be raised with their immediate supervisor; (b) If the matter remains unresolved it shall be referred for further discussion and consultation between the employee, the employee(s) nominated representative and with the appropriate representative of management; (c) If the matter remains unresolved after consultation, it shall be referred to the employee(s) senior nominated representative and then discuss it with senior representatives of CHH;
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Related to RESOLUTION OF WORKPLACE DISPUTES

  • GRIEVANCE AND ARBITRATION PROCEDURES A. A grievance is a dispute, claim, or complaint arising under this Agreement, filed by either an authorized representative of or an employee in the Bargaining Unit, or the County, involving the interpretation or application of this Agreement. All discipline shall be for just cause. B. Grievances will be processed in the following manner and strictly in accordance with the following stated time limits: Step 1. The aggrieved employee shall be accorded fifteen (15) working days from the occurrence of the action or event or when the employee has knowledge or should have had knowledge of the action or the event giving rise to the complaint to seek resolution on an informal basis. The Employee must discuss his alleged grievance with the Airport Fire Chief and the Fire Rescue Division Director. If informal resolution is not accomplished, the employee, if a Union member, must present the proposed grievance in writing to a Union officer on or before the fifteenth (15th) working day for consideration by the Union Grievance committee. If, in the Committee's opinion, no reasonable grievance exists, no further action may be taken. Step 2. If the Committee wishes to pursue the member's complaint, a written grievance shall be presented to the Director of the Fire Rescue Division or his designee within twenty (20) working days from the occurrence of the action or event giving rise to the grievance or from the date on which the employee reasonably should have had knowledge of that occurrence. A written grievance must be presented on a grievance form provided by the County in Appendix A. Upon receipt of a formal grievance or a class action submitted by the Union, the Fire Rescue Division Director or his designee shall investigate the facts and conduct a meeting within five (5) working days with the aggrieved employee and any other persons possessing knowledge considered critical by the Director. The aggrieved employee may be accompanied at this meeting by a local Union representative. The Fire Rescue Division Director or his designee shall notify the grievant of his decision no later than five (5) working days following the date of the meeting. Step 3. If the grievance is not resolved at the second step, the aggrieved employee shall present the written grievance within five (5) working days of the Step 2 decision to the Department Head. The Department Head or his designee shall investigate the facts and may conduct a hearing within five

  • DISPUTES RESOLUTION PROCEDURE 10.1 A major objective of this Agreement is to eliminate lost time and/or production arising out of disputes or grievances. The Parties to this Agreement are committed to complying with the terms of this procedure.

  • Customer Service, Dispute Resolution If you have a question about your XOOM charges or service you may contact XOOM directly by calling 0-000-000-0000 Monday – Friday 8 (eight) a.m. to 11 (eleven)p.m.

  • GRIEVANCE AND ARBITRATION 15.01 Either the Employer, the Union or any employee has a right to lodge a grievance with respect to any matter arising out of this Agreement or concerning the interpretation, application or alleged violation of this Agreement. 15.02 Any employee believing that he has been unjustly dealt with or that the provisions of this Agreement have not been complied with, shall have the right to place such grievances in the hands of the Union for review and adjustment by the Employer, if necessary. Such grievances shall be processed as follows: - Between the employee concerned, his Union representative and the Company. The grievance must be filed within eighteen (18) working days after the event giving rise to the grievance occurs and within this period of time it shall be discussed at this Step. The Manager shall give an oral decision within four (4) working days from the date the discussion took place. If the Union wishes to appeal to the next Step, the grievance shall be reduced to writing and the appeal shall be filed with the Store Manger within six (6) working days from the Store Manager's oral decision. Between the employee concerned, the Union representative, the Department Manager, and the Company. The discussion at this Step shall be held within seven (7) working days of the date of the appeal. The decision of the Employer at this Step shall be in writing and be made within four (4) working days of the date of the meeting. Should the Union wish to appeal, such notice of appeal must be in writing to the Company/operator within one (1) week of the decision of the Company at STEP TWO. The grievance shall be forwarded to the Employer, which shall have one (1) week to dispose of the grievance. The disposition shall be in writing and returned to the officers of the Union. If considered necessary by the parties, a meeting may be held by the parties and may include the interested persons. If a meeting is held, the decision shall be given to the other party within seven (7) days from the date of the meeting. 15.03 In the case of a dismissal, a grievance may be filed by an employee who feels he was unjustly dealt with. Such grievance must be filed within five (5) working days from the date of dismissal and shall commence at STEP TWO. In any subsequent disposal of this case during the grievance procedure, the Employer may re-instate the employee with full back pay, suspend the employee for a definite period or sustain the discharge. 15.04 Grievances concerning rates shall be handled in accordance with the above procedure and the disposition of such grievances, if sustained, shall include the determination of the effective date of the increase with retro-activity thereto. 15.05 The Employer and the Union may file grievances commencing at STEP THREE. (a) Failing settlement under the foregoing procedure, such grievance may be submitted to Arbitration, as hereinafter provided; (b) The time limits as prescribed above may be modified by mutual agreement of the parties.

  • Resolution of Conflicts; Arbitration (i) In case the Shareholder Representative shall object in writing to any claim or claims made in any Officer's Certificate within thirty (30) days after delivery of such Officer's Certificate, the Shareholder Representative and Parent shall attempt in good faith to agree upon the rights of the respective parties with respect to each of such claims. If the Shareholder Representative and Parent should so agree, a memorandum setting forth such agreement shall be prepared and signed by both parties. If any claim against the Escrow Fund was sought, such memorandum shall be furnished to the Escrow Agent and the Escrow Agent shall be entitled to rely on any such memorandum and make payment out of the Escrow Fund in accordance with the terms thereof. (ii) If no such agreement can be reached after good faith negotiation (or in any event after 60 days from the date of the Officer's Certificate), either Parent or the Shareholder Representative may demand arbitration of the matter unless the amount of the damage or loss is at issue in pending litigation with a third party, in which event arbitration shall not be commenced until such amount is ascertained or both parties agree to arbitration; and in either such event the matter shall be settled by arbitration conducted by three arbitrators. Parent and the Shareholder Representative shall each select one arbitrator, and the two arbitrators so selected shall select a third arbitrator. The arbitrators shall set a limited time period and establish procedures designed to reduce the cost and time for discovery while allowing the parties an opportunity, adequate in the sole judgment of the arbitrators, to discover relevant information from the opposing parties about the subject matter of the dispute. The arbitrators shall rule upon motions to compel or limit discovery and shall have the authority to impose sanctions, including attorneys' fees and costs, to the same extent as a court of law or equity, should the arbitrators determine that discovery was sought without substantial justification or that discovery was refused or objected to without substantial justification. The decision of a majority of the three arbitrators as to the validity and amount of any claim in such Officer's Certificate shall be binding and conclusive upon the parties to this Agreement. Notwithstanding anything in Section 7.2(e) hereof, the Escrow Agent shall be entitled to act in accordance with such decision and make or withhold payments out of the Escrow Fund in accordance therewith. Such decision shall be written and shall be supported by written findings of fact and conclusions which shall set forth the award, judgment, decree or order awarded by the arbitrators. (iii) Judgment upon any award rendered by the arbitrators may be entered in any court having jurisdiction. Any such arbitration shall be held in Santa Xxxxx County, California under the rules then in effect of the American Arbitration Association. The arbitrators shall determine how all expenses relating to the arbitration shall be paid, including without limitation, the respective expenses of each party, the fees of each arbitrator and the administrative fee of the American Arbitration Association.

  • GRIEVANCE AND ARBITRATION PROCEDURE 8.01 The parties to this agreement believe it is important to adjust complaints and grievances as quickly as possible as provided for herein. The employee or Union shall first discuss any individual complaint informally with the Director of Care or designate at the first opportunity. 8.02 In all steps of this grievance procedure an aggrieved employee, if she so desires may be accompanied by or represented by her Union Representative. At Step 1 of the grievance procedure a representative of the Ontario Nurses' Association may be present at the request of either party. 8.03 Should any dispute arise between the Employer and an employee, or between the Employer and the Union, as to the interpretation, application, administration or alleged violation of any of the provisions of this Agreement, the employee or Union Representative will bring it to the attention of the immediate supervisor to settle such differences within ten (10) days of the occurrence. If further action is to be taken, then within ten (10) days of the discussion, the employee, who may request the assistance of her Union Representative and/or Labour Relations Officer, shall submit the written grievance to the Administrator or designate. A meeting will be held between the parties within ten (10) days. The Administrator shall give a written decision within ten (10) days of the meeting to the Bargaining Unit President or her designate with a copy to the Labour Relations Officer. Should the Administrator fail to render his decision or failing settlement of any grievance under the foregoing procedure, including any questions as to whether a matter is arbitrable, the grievance may be referred to arbitration by either party. If no written notice of intent to submit the matter for arbitration is received within ten (10) days after the decision under Step No. 1 is received, the grievance shall be deemed to have been settled or abandoned. 8.04 A written grievance will indicate the nature of the grievance and the remedy sought by the grievor. Union grievances shall be set out on the union grievance form. Alternately, the parties may agree to an electronic version of this form and a process for signing. 8.05 Time limits fixed in the grievance and arbitration procedures may be extended only by written, mutual consent of the parties. Should the Employer not respond within the time limit(s) fixed, such failure to respond shall be deemed to be a denial of the grievance. Should a grievance not be submitted within the various time limits specified in this Agreement, unless mutually extended, it shall be considered to have been settled or abandoned.

  • Governing Law; Resolution of Disputes This Agreement and the rights and obligations hereunder shall be governed by and construed in accordance with the laws of the State of Wisconsin. Any dispute arising out of this Agreement shall, at the Executive’s election, be determined by arbitration under the rules of the American Arbitration Association then in effect (in which case both parties shall be bound by the arbitration award) or by litigation. Whether the dispute is to be settled by arbitration or litigation, the venue for the arbitration or litigation shall be Milwaukee, Wisconsin or, at the Executive’s election, if the Executive is not then residing or working in the Milwaukee, Wisconsin metropolitan area, in the judicial district encompassing the city in which the Executive resides; provided, that, if the Executive is not then residing in the United States, the election of the Executive with respect to such venue shall be either Milwaukee, Wisconsin or in the judicial district encompassing that city in the United States among the thirty cities having the largest population (as determined by the most recent United States Census data available at the Termination Date) which is closest to the Executive’s residence. The parties consent to personal jurisdiction in each trial court in the selected venue having subject matter jurisdiction notwithstanding their residence or situs, and each party irrevocably consents to service of process in the manner provided hereunder for the giving of notices.

  • GRIEVANCE PROCEDURE AND ARBITRATION 8.01 Any employee or the Union has the right to lodge a grievance with respect to any matter arising out of the interpretation, application or alleged violation of this Agreement. 8.02 At the time formal discipline is imposed or at any stage of the grievance procedure, including the complaint stage, a nurse is entitled to be represented by her/his union representative. In the case of suspension or discharge, the Employer shall notify the nurse of this right in advance. The Employer also agrees, as a good labour relations practice, it will also notify the Bargaining Unit. 8.03 It is the intent of the parties that complaints of employees shall be adjusted as quickly as possible, and it is understood that the Union has no grievance concerning an individual nurse until the Director of Care or her/his designate has been given an opportunity of adjusting the complaint. Such complaint shall be discussed with the Director of Care within fifteen (15) working days after the circumstances giving rise to it have occurred. This discussion may include consultation, advice and assistance from others. If there is no settlement within nine (9) working days, it shall then be taken up as a grievance within nine (9) working days in the following manner and sequence: The Union may present the grievance to the Administrator, or her/his designate, who shall render her/his decision within five (5) working days after the presentation of the grievance to her/him. The parties may, if they so desire, meet to discuss the grievance at a time and place suitable to both parties. If the decision is unsatisfactory, then the grievance may be presented in the following manner: Within ten (10) working days after the decision is given at Step No. 1, the aggrieved employee, and/or the Grievance Committee shall meet with a committee appointed by the Board of Directors of the Manor to consider the grievance. At this stage the employee and/or the Grievance Committee may be accompanied by a representative of the Union. The decision of the committee of the Board of Directors will be rendered in writing to the Labour Relations Officer and the bargaining unit representative within ten (10) working days following such a meeting.

  • Location of Work The Executive shall be based in the United States in West Orange, New Jersey. However, the Executive agrees to undertake whatever domestic and worldwide travel is required by the Company. The Executive shall not be required or permitted to relocate without the mutual, written consent of the Executive and the Company.

  • Resolution of Disputes Any dispute or disagreement which may arise under, or as a result of, or in any way related to, the interpretation, construction or application of this Agreement shall be determined by the Committee. Any determination made hereunder shall be final, binding and conclusive on the Grantee and the Company for all purposes.

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