Resolving Employment Relationship Problems. 11.1.1 Good faith requires the parties to an employment relationship to be active and constructive in establishing and maintaining a productive employment relationship in which the parties are, among other things, responsive and communicative.
11.1.2 If the employment relationship is to be as successful as possible, it is important that the board and principal deal effectively with any problems that may arise.
11.1.3 The principal and board will use reasonable effort to resolve employment problems as quickly and as close to the source of the matter as possible. This procedure sets out information on how problems can be raised and worked through.
Resolving Employment Relationship Problems. 19.1 Where you feel that you have an employment relationship problem you should discuss it with your manager first.
19.2 Further details and explanation of the services available for the resolution of employment relationship problems appears in Schedule B.
Resolving Employment Relationship Problems. 11.3.1 The first step towards resolving an employment relationship problem is to talk to your manager about it. You may do this with the support and advice of your union delegate or organiser.
11.3.2 The Ministry and PSA are committed to working to resolve employment relationship problems as quickly and informally as possible.
11.3.3 If your employment relationship problem cannot be solved informally through the Ministry, you can use the more formal process that is offered by Mediation Services.
Resolving Employment Relationship Problems. If any employment issues arise, those should be raised with the Employer as soon as possible so that they can be resolved. If the matter is not resolved either party can seek assistance from the Ministry of Business Innovation and Employment (MBIE)’s mediation service. The Employee can obtain information / advice from MBIE xxx.xxxxxxxxxx.xxxx.xx, or 0800 20 90 20, or from a lawyer or union.
Resolving Employment Relationship Problems. 7.3.1 Many employment relationship problems will be able to be resolved by discussion between the Employer and the Employee(s) concerned, without the need to take the matter any further. Wherever appropriate, Employers and Employees should seek to resolve employment relationship problems in this manner in the first instance.
7.3.2 If an Employee believes they have an employment relationship problem then they should talk to their supervisor about it. They should tell him/her:
(a) there is a problem; and
(b) the nature of the problem; and
(c) what they want done about the problem. If for any reason the Employee feels unable to raise the matter with their supervisor the matter should be raised with the Principal.
7.3.3 The Employee has the right to seek the support and assistance of the PSA at any stage of the process. The Employer is entitled to seek advice and assistance from NZSTA or their adviser/representative of choice at any stage of the process.
7.3.4 Where the processes outlined above fail to resolve an employment relationship problem then;
i) An Employer may decide to initiate procedures in accordance with clause 8.1 or any other appropriate procedure considering the circumstance (i.e. competency procedures).
ii) An Employee may consider the procedures outlined in clause 7.4. in order to resolve the employment relationship problem.
Resolving Employment Relationship Problems. If any employment issues arise, those should be raised with the Employer as soon as possible so that they can be resolved. If the matter is not resolved either party can seek assistance from the Department of Labour's mediation service. If the issues are not resolved at mediation, they may be referred to the Employment Relations Authority. If the issue is a personal grievance, the Employee must present that grievance within 90 days of the event giving rise to the grievance, or after further time if allowed by the Employer or where the Employment Relations Authority grants an extension of time.
Resolving Employment Relationship Problems. If any employment issues arise, those should be raised with the Employer as soon as possible so that they can be resolved. If the matter is not resolved either party can seek assistance from the Ministry of Business Innovation and Employment’s mediation service. If the issues are not resolved at mediation, they may be referred to the Employment Relations Authority. If the issue is a personal grievance, the Employee must present that grievance within 90 days of the event giving rise to the grievance, or after further time if allowed by the Employer or where the Employment Relations Authority grants an extension of time. If the employee's employment agreement contains a trial period clause, they may not raise a personal grievance on the grounds of unjustified dismissal. The employee may raise a personal grievance on other grounds as specified in sections 103(1)b-g of the Employment Relations Act, and in the trial period clause of this agreement.
Resolving Employment Relationship Problems a. If you have a concern about your employment relationship, you should in the first instance talk to your manager either personally or with the support of XXXXX as soon as possible. This should include a description of the problem and what you are wanting as an outcome.
b. If for any reason you feel unable to raise the matter with your immediate manager, you may choose to talk to another appropriate person including your manager’s manager, or someone from the People Culture and Wellbeing team.
c. If other resolution options are unsuccessful, you may decide to raise a personal grievance. The following applies where a personal grievance is raised:
i. you must raise the matter with the employer within 90 days of the grievance occurring or coming to your notice, whichever is the later. A written submission is preferable but not necessary
ii. Te Pūkenga will try to resolve the matter through discussion with you and/or TIASA
iii. If the problem cannot be resolved through discussion, then either you or Te Pūkenga can request assistance from the Ministry of Business, Innovation and Employment which may provide mediation services.
iv. If the problem is not resolved by mediation, you may apply to the Employment Relations Authority for investigation and determination.
v. In certain circumstances the decision of the Employment Relations Authority may be appealed by you or Xx Xxxxxxx to the Employment Court.
d. You have the right to seek the support and assistance of TIASA or to seek information from the Ministry of Business Innovation and Employment at any time.
Resolving Employment Relationship Problems. 20.1. If the employment relationship is to be as successful as possible, it is important that the Employer and you deal effectively with any problems that may arise.
20.2. This procedure sets out information on how problems can be raised and worked through.
20.3. It can be anything that xxxxx or may harm the employment relationship, other than problems relating to setting the terms and conditions of employment.
20.4. If either the Employer or you feel that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding.
20.5. Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of other Employees and managers, and to protect confidential information belonging to the Employer. For example, you could seek information from: • friends and family • the Ministry of Business, Innovation and Employment Contact Centre on 0000 00 00 00 or on its website at xxx.xxxxxxxxxx.xxxx.xx/xx • pamphlets/fact sheets from the Ministry of Business, Innovation and Employment, the New Zealand Police Association, lawyer, community law center or an employment relations consultant.
20.6. If either party considers that there is a problem, it should be raised as soon as possible. This can be done in writing or verbally. Provided you feel comfortable doing so, you should ordinarily raise the problem with your 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. You should feel free to bring a support person with you to the meeting if you wish.
20.7. The parties will then try to establish the facts of the problem and discuss possible solutions.
20.8. If the parties are not able to resolve the problem by talking to each other, a number of options exist: • Either party can contact the Ministry of Business, Innovation and Employment Contact Centre, who can provide information and/or refer the parties to mediation. • Depending on the nature of the problem, the issues involved may also be ones that the Labour Inspectors employed by the Ministry of Business Innovation and Employment can assist with, i.e. minimum statutory entitlements such as holiday, leave or wages provision. • Either party can take part in mediation provided by the New Zealand at Work Mediation Services (or t...
Resolving Employment Relationship Problems. The following is an explanation for employees bound by this Agreement of the services available for the resolution of employment relationship problems. Where an employment relationship problem arises (including personal grievances, a dispute about the interpretation, operation or application of the Collective Agreement or arrears of wages), the employee or employees shall have a right to take the following steps:
a) If during or after your employment, you consider you have a personal grievance, dispute, arrears of wages claim or any other form of employment relationship problem, you or your representative should in the first instance, raise the matter with your manager so he/she can try and resolve it with you. In the event you are not comfortable with your manager or that person would be inappropriate to refer it to, then contact the Chief Executive. Where the Chief Executive is also not appropriate, then Human Resources (EST)may be contacted. It is the Employer’s policy to attempt to resolve problems directly and at the earliest opportunity. Employees are reminded that they have a right to have their Union delegate, Union official or representative present if they wish. Note – if the employee is raising a personal grievance (unjustified dismissal, unjustified action, discrimination, sexual harassment, racial harassment, or duress) the employee must raise the personal grievance with the Employer within 90 days beginning with the date of the dismissal or action, or the date on which the dismissal or the action came to the employee’s notice, whichever is the later. The employee can raise the personal grievance by making the Employer aware in writing that they have a personal grievance which the employee wants the Employer to address.
b) If the Employer does not resolve the issue to the satisfaction of the employee/s, the employee/s may apply to the MBIE for mediation service assistance. This may include: • Provision of information or explanations as to where information can be found by way of telephone, fax, email, or internet. • Provision of information through pamphlets, brochures, or booklets. • Specialist services, including mediation hearings and meetings.
c) If the employment relationship problem is not able to be resolved with the assistance of the mediation service, the employee/s are able to proceed to the Employment Relations Authority, which will provide an investigatory process and will issue a written decision. In certain circumstances, the emp...
