Resolving an Employment Relationship Problem. The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI Te Riu Roa field officer for advice and representation. Employers should contact NZSTA or other adviser/representative of choice.
Resolving an Employment Relationship Problem. The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer and within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI Te Riu Roa field officer or E tū organiser for advice and representation. Employers should contact New Zealand School Trustees Association or other adviser/representative of choice.
Resolving an Employment Relationship Problem. 12.2.1 The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer and within 90 days - Personal Grievances are explained further below).
12.2.2 An employee (or employer) has the right to be represented at any stage.
12.2.3 When a problem arises, union members should contact their local NZEI Te Riu Roa field officer or Service and Food Workers’ Union organiser for advice and representation.
12.2.4 Employers should contact New Zealand School Trustees Association or other adviser/representative of choice.
Resolving an Employment Relationship Problem. The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer within 90 days (12 months in the case of a personal grievance in respect of sexual harassment). Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI field officer for advice and representation. Employers should contact NZSTA or other adviser/representative of choice.
Resolving an Employment Relationship Problem. The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it is a personal grievance, it must first be raised with the employer within 90 days - Personal Grievances are explained further below.)
Resolving an Employment Relationship Problem. The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer and within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI Te Riu Roa or PPTA Te Wehengarua field officer for advice and representation. A personal grievance is a particular type of employment relationship problem that normally must be raised with the employer within 90 days of the grievance arising. An employee may have a personal grievance where: • They have been dismissed without good reason, or the dismissal was not carried out properly • They have been treated unfairly • Their employment or a condition of their employment has been affected to their disadvantage by an unjustified action of their employer. • They have experienced sexual or racial harassment, or have been discriminated against because of their involvement in a union or other employee organisation, or have suffered duress over membership or non-membership of a union or other employee organisation. • They have been discriminated against in terms of the prohibited grounds of discrimination under the Human Rights Act 1993.
Resolving an Employment Relationship Problem. The worker and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer and within 90 days - Personal Grievances are explained further below). Any worker (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local Service and Food Workers’ Union organiser for advice and representation. Employers should contact NZSTA or other adviser/representative of choice.
Resolving an Employment Relationship Problem. The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it is a personal grievance, it must first be raised with the employer within 90 days (except in the case of allegations of sexual harassment, where the time limit is 12 months) - Personal Grievances are explained further below.) An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact 0800 NZEI HELP for advice and representation. Employers should contact an adviser/representative of choice.
Resolving an Employment Relationship Problem. The services available for resolving an employment relationship problem are set out in Part 6 - Schedule Three.
Resolving an Employment Relationship Problem. The third paragraph will be modified to read:
