SETTLEMENT OF DISPUTES AND GRIEVANCES. Section 24.1. In cases of alleged violation, misunderstand- ings or differences in interpretation or application of this Agreement, there shall be no cessation or stoppage of work. Both parties pledge their immediate cooperation to eliminate the above-mentioned possibilities, and the following proce- dure is adopted for this purpose. To be valid a grievance must be filed no later than fifteen (15) working days of the occurrence or knowledge but in no event later than thirty
SETTLEMENT OF DISPUTES AND GRIEVANCES. 11.01 The parties of this Agreement are agreed that it is of the utmost importance to address complaints and disputes as quickly as possible. A grievance procedure is provided as a means of orderly settlement of disagreements on matters covered by the terms of this Agreement.
11.02 Any employee with a complaint may discuss the same with the employee’s Supervisor. If settlement, satisfactory to the employee, is not reached, then the grievance procedure is as follows:
Step 1: The employee, with a member of the Committee shall present the grievance in writing to the employee’s Supervisor within ten (10) calendar days, who shall render a decision within the next four (4) calendar days. If the grievance is not satisfactorily settled at this stage.
Step 2: The employee with a member of the Committee of the Association shall meet with the 2nd level of Supervision or nominee within ten [10] calendar days, and attempt to settle the grievance. A written record shall be kept of the proceedings and of the pertinent statements of the aggrieved employee and the employee’s immediate Supervisor. The 2nd level of Supervision or nominee shall render this decision in writing within four (4) calendar days after the meeting. If a satisfactory solution is not found, under Step No. 2 of any difference between the parties arising from the interpretation, application, administration, or alleged violation of this Agreement, including any question as to whether a matter is arbitrable, such difference may be taken to arbitration as hereinafter provided, and if no written request is received within ten (10) calendar days after the decision in Step No. 2 is given, it shall be deemed to have been abandoned. No complaint or grievance may be submitted or considered under the Grievance Procedure unless it has been presented within ten calendar days from the time of its occurrence.
SETTLEMENT OF DISPUTES AND GRIEVANCES. 9.01 In cases of alleged violation, misunderstandings or differences in interpretation or application of this Agreement, there shall be no cessation or stoppage of work . The Parties agree that all claims, individually and collectively, related to state or federal statuto- ry claims for discrimination, retaliation, wages, overtime, meal and rest periods, or sick leave claims shall use the grievance and arbitration procedures in this section as the sole and exclu- sive forum for violations. This includes, but is not limited to, claims under Title VII of the Civil Rights Act, the Americans with Disabilities Act, Washington Law Against Discrimination, Fair Labor Standards Act, Washington Industrial Welfare laws (RCW 49.12), Washington Minimum Wage laws (RCW 49.46), Washington Wage Deduction laws (RCW 49.52), Washington’s prevailing wage laws (RCW 39.12), or any other similar laws, rules, or regulations. This clause shall not limit an employee’s rights or remedies available under the law. Both parties pledge their immediate cooperation to eliminate the above mentioned pos- sibilities, and the following procedure is adopted for this purpose . To be valid a grievance must be filed no later than fifteen (15) work- ing days of the occurrence or knowledge but in no event later than thirty (30) working days from the actual event, except as provided herein. Working days are Monday through Friday not counting any listed Holidays .
SETTLEMENT OF DISPUTES AND GRIEVANCES. All grievances arising out of the application of the Articles of this Agreement shall be governed in the manner of settlement by the terms of the Agreement, according to the following complaint/grievance procedure:
Step 1. The employee should bring forth their concern to their supervisor or other immediate supervisor either individually or with the assistance of a Union Representative.
SETTLEMENT OF DISPUTES AND GRIEVANCES. All grievances arising out of the application of the Articles of this Agreement shall be governed in the manner of settlement by the terms of the Agreement, according to the following procedure: First, any employee may make a complaint to their Supervisor or other immediate supervisor either individually or through their representative. Such complaint shall be submitted within 30 calendar days of the occurrence of the cause therefore. Second, if satisfaction is not obtained as provided in the first step above within 48 hours after such complaint is made, the employee may, within 14 calendar days, refer the matter in writing to the Plant Manager of Puget Sound Refinery by the submission of complete information and facts, including the particular part of the Agreement that allegedly has been violated, by either of the following methods:
1) The employee may present the matter through the representatives of United Steel Workers Union, Local 12-591, or
2) The employee may present the matter individually or in such other manner as they may desire. The Plant Manager shall, within ten (10) working days after the complaint has been received, render a decision in writing. Third, if still dissatisfied, the employee, or their representatives, may, within 14 calendar days thereafter, notify the Plant Manager in writing of their desire to submit the matter to a Board of Review. Such notice shall set forth the particular part of the Agreement that allegedly has been violated, it being understood that the jurisdiction of the Board of Review is expressly limited to the application of the Articles of this Agreement. Within 14 calendar days of receipt of such notice by the Plant Manager, a Board of Review consisting of three (3) members shall be selected. The complainant or their representative shall select one member, the Plant Manager shall select one member, and the two so selected shall select a third member. Provided, that if the two parties so selected are unable to agree upon the third member of the Board of Review within the 14 calendar day period above specified, they shall within 3 days thereafter jointly request the Director of the Federal Mediation and Conciliation Service to submit the names of seven persons, one of whom will be selected as the third member of the Board of Review. Within 7 days after receipt of the list of names submitted by the Director of the Federal Mediation and Conciliation Service, the complainant or their representatives and the Company r...
SETTLEMENT OF DISPUTES AND GRIEVANCES. (a) Issues should be resolved, wherever possible at the level at which they arise.
(b) Each step of the Grievance Procedure must be followed unless the matter directly relates to the manager specified at that step.
(c) Nothing contained in this clause precludes an Associate from seeking advice from a representative prior to raising the matter with Management.
(d) If the Associate believes the matter is of a personal nature, some steps may be bypassed.
(e) Step 1
(i) A grievance between an Associate and BIG W about matters contained in or arising from this agreement should be discussed in the first instance between the Associate and their Line Manager. Step 2
(ii) If the matter is not resolved, the Associate may then raise the matter with the Store Manager and Regional Human Resources Manager.
(iii) At this stage the Associate has the option of enlisting the support of a representative who may be a union representative. Step 3
(iv) If the matter is still not resolved, the Associate and/or their representative may then refer the matter to the Regional Manager/General Manager Store Operations and National Human Resource Manager. Step 4
(v) If the matter is still not resolved, either party may refer it to the Australian Industrial Relations Commission (AIRC) for conciliation.
(vi) If the matter is still not resolved, the Associate may raise the matter with the General Manager BIG W and Director of Human Resources.
(vii) In instances where the Associate elects to be represented by the union, the State Secretary of the union shall represent the Associate in discussions with the General Manager BIG W and Director of Human Resources.
(viii) If after Step 5, there is still no resolution and the Director of Human Resources and the Associate agree or, in instances where the Associate elects to be represented by the union, the Director of Human Resources and the State Secretary of the union agree, the matter may proceed to arbitration by the AIRC.
(f) If arbitration is necessary the AIRC may exercise the procedural powers in relation to hearings, witnesses, evidence and submissions in line with the Act which are necessary to make the arbitration effective.
(g) The decision of the AIRC will bind the parties, subject to either party exercising a right of appeal against the decision.
(h) It is a term of this agreement that while the grievance resolution procedure is being conducted work shall continue as normal before the dispute arose unless an Associate has a reas...
SETTLEMENT OF DISPUTES AND GRIEVANCES. 9.1. Should a dispute or grievance arise (whether any such dispute or claim arises out of the operation of this Agreement or not) as to the wages or conditions of employment of any employees covered by this agreement or as to any work related matter, including a claim that the Agreement, NES (including subsections 65(5) or 76(4) or a General Protection (not involving dismissal) has been breached it shall be settled by the following procedure shall be settled in the following procedure:
9.1.1. An aggrieved employee shall, in the first instance, raise the matter of dispute with his/her supervisor who shall address the grievance or dispute as soon as possible by within 48 hours.
9.1.2. If the grievance or dispute is not resolved within 48 hours the matter may be referred to the employee’s workplace representative (which may be a union delegate) who shall discuss the matter with the Warehouse Operations Manager.
9.1.3. If the grievance or dispute is still not reached then the matter shall be referred to the employee’s representative (who may be a union organiser) and to the General Manager of Distribution in an attempt to resolve the matter.
9.1.4. If the representative (who may be a union organiser) and the General Manager are unable to resolve the matter within 48 hours from the time it was referred to them, then the matter shall be referred to the Managing Director and the union secretary of the employee’s representative of choice.
9.2. If the above procedure does not resolve the dispute or grievance, either party may refer the matter to the Fair Work Commission for conciliation, and if that fails, arbitration.
9.3. The employer, employee (s) and the union agree to abide by any decisions or orders made by the Fair Work Commission, subject to exercising any right of appeal to a Full Bench.
9.4. Whilst the above steps are being followed work shall continue as normal at the workplace and the status quo prior to the matter in dispute arising shall continue, provided that no employee shall be required to continue work as normal where there is a genuine risk to health of safety.
SETTLEMENT OF DISPUTES AND GRIEVANCES. The following procedure is to be followed in the following circumstances: * Where there is an individual employee grievance; * Where there is a dispute or issue concerning interpretation or application of this Agreement or the Award; or * Where parties to this Agreement have an issue concerning matters in the workplace, which require resolution. *Where the parties to this Agreement have an issue concerning the NES. The purpose of this procedure is to ensure that disputes and grievances are resolved as quickly as possible and as close to the source of the issue as possible. The procedure requires that there is a resolution and that work continues normally. An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this term. The following steps shall be taken in resolving the issue:
13.1. When an issue in the workplace arises, the matter shall be initially discussed between the employee and the employee's Supervisor.
13.2. If the issue remains unresolved the employee and his / her representative who may be the Union delegate shall attempt to resolve the matter firstly with the Supervisor and if the matter remains unresolved, with the Site Superintendent.
13.3. If the matter remains unresolved the Project Manager or his/her nominee shall discuss the matter with the employee and his /her representative, who may be the Branch official.
13.4. A maximum of one calendar week shall be allowed for discussions up to step 13.3 above.
13.5. Should the matter still be unresolved, the National Secretary and the Company Manager or their representatives shall discuss the issue. This discussion shall either resolve the issue or determine a process leading to resolution.
13.6. If the parties are unable to agree on such a process, the matter will be immediately referred to the FWA for conciliation and if necessary, arbitration. The parties agree that the determination of the FWA shall be final and binding.
13.7. This procedure shall not preclude the right of either party to refer the matter to the FWA at any stage if the procedures are not being observed or are otherwise inappropriate in the circumstances.
13.8. Either party will give the earliest possible notice of any issue, which has the potential to give rise to a grievance or dispute. All relevant facts will be recorded and clearly identified throughout.
13.9. While these procedures are being followed, normal work shall proceed in accordance with site safety procedures. ...
SETTLEMENT OF DISPUTES AND GRIEVANCES. 1. All employees’ grievances and disputes between the Parties regarding the interpretation or performance of any of the terms or conditions of this Agreement, unless otherwise accepted, shall be submitted to this grievance procedure and arbitration in the following manner.
SETTLEMENT OF DISPUTES AND GRIEVANCES. Procedures relating to grievances of individual employees :
(a) The employee is required to notify (in writing or otherwise) the employer as to the substance of the grievance, request a meeting with the employer for bilateral discussions and state the remedies sought.
(b) A grievance must initially be dealt with as close to its source as possible, with gradual steps for further discussions and resolutions at higher levels of authority.
(c) In the event that the grievance or dispute relates to issues associated with the interpretation or implementation of this Award, it may be referred to the Joint Steering Committee if appropriate.
(d) Reasonable time limits must be allowed for discussions at each level of authority
(e) At the conclusion of the discussions, the employer must provide a response to the employee's grievance, if the matter has not been resolved, including reasons for not implementing any proposed remedy.
(f) Whilst a procedure is being followed, normal work must continue. During discussions, except in the case of a bona fide safety issue, the "status quo" shall remain and work shall proceed without stoppage or the imposition of any ban, limitation or restriction. "Status Quo" shall mean the situation existing immediately prior to the dispute or the matter giving rise to the dispute.
