WORKPLACE ISSUES RESOLUTION PROCEDURE Clause Samples

WORKPLACE ISSUES RESOLUTION PROCEDURE. ‌ 14.1 CSIRO expects that most Workplace Issues will be resolved in normal day-to-day interactions at the local workplace level, however situations may arise where informal resolution fails or is not appropriate. The Workplace Issues Resolution Procedure provides a framework for the fair, equitable, transparent and timely resolution of issues resulting from the effect of decisions, actions or conduct connected to employment in CSIRO. 14.2 CSIRO encourages employees to raise issues as they arise and Managers are encouraged to proactively address issues as soon as they become aware of them. Employees and their Managers are expected to attempt to resolve matters at the local workplace level before the matter is formally reported as a ‘Workplace Issue’. 14.3 The procedure sets out the pathways for resolving Workplace Issues and is underpinned by the following principles: • Safety – the health and wellbeing of all persons involved with workplace issues is paramount and must be considered and monitored throughout the resolution process as appropriate and for a reasonable period of time after it has concluded. • Representation - all employees have the right to be represented, including by a staff or union representative. • Respect - all people involved with a Workplace Issue will be treated respectfully, with respect for diversity and inclusivity. Workplace Issues raised will be treated seriously. • Fairness - the principles of natural justice and procedural fairness will apply. • Neutrality - any conflict of interest involving any persons involved in a resolution process must be declared, all decisions must be free from bias, decision makers will act without bias or self-interest and will base their decisions on evidence that is relevant to the facts at issue. • Timeliness - all Workplace Issues will be dealt with as efficiently and expediently as possible with a view to finding a resolution as soon as practicable. The process for resolving Workplace Issues should be carried out with as little formality and with as much expedition as a proper consideration of the issues allows. • Protection - employees and affiliates who report a Workplace Issue or are involved in its resolution must not be victimised or disadvantaged because of such involvement. • Transparency - parties to a Workplace Issue will be kept informed of progress of the Workplace Issue and be given the opportunity to provide input and have their input considered, the nature of which will depend on th...

WORKPLACE ISSUES RESOLUTION PROCEDURE. Step 1 A grievance between an Employee and the Employer about matters contained in or arising from this Agreement should be discussed in the first instance between the employee and the employee's line manager.

WORKPLACE ISSUES RESOLUTION PROCEDURE. CSIRO expects that most Workplace Issues will be resolved in normal day-to-day interactions at the local workplace level, however CSIRO recognises that situations may arise where informal resolution fails or is not appropriate. The Workplace Issues Resolution Procedure provides a framework for the fair, equitable, transparent and timely resolution of issues resulting from the effect of decisions, actions or conduct connected to employment in CSIRO. During the life of this Agreement and by no later than 24 months following the commencement date of this Agreement, CSIRO will, in consultation with staff and their representatives, establish and implement a new procedure for the resolution of workplace issues which will replace the Grievance Procedures set out in Schedule 4 of this Agreement and the CSIRO Misconduct Procedure. Once the new Workplace Issues Resolution Procedure comes into operation, the Grievance Procedures (Schedule 4) will cease to have effect in relation to any grievance notified after the date on which the new Procedure takes effect. The Misconduct Procedure will also cease to have effect in relation to any misconduct matter notified after the date on which the new Procedure takes effect. To avoid doubt, the Grievance Procedures set out in Schedule 4 and the Misconduct Procedure, will continue in operation until such time as the new Workplace Issues Resolution Procedure becomes effective.

WORKPLACE ISSUES RESOLUTION PROCEDURE. 85.1 During the life of this Agreement and by no later than 24 months following the commencement date of this Agreement, CSIRO will, in consultation with staff and their representatives, establish and implement a new procedure for the resolution of workplace issues which will replace the Grievance Procedures set out in Schedule 4 of this Agreement and the CSIRO Misconduct Procedure. (a) Once the new Workplace Issues Resolution Procedure comes into operation, the Grievance Procedures (Schedule 4) will cease to have effect in relation to any grievance notified after the date on which the new Procedure takes effect. (b) The Misconduct Procedure will also cease to have effect in relation to any misconduct matter notified after the date on which the new Procedure takes effect. (c) To avoid doubt, the Grievance Procedures set out in Schedule 4 and the Misconduct Procedure, will continue in operation until such time as the new Workplace Issues Resolution Procedure becomes effective. CSIRO Enterprise Agreement 2017 - 2020 55 PART J. SCHEDULES TO AGREEMENT SCHEDULE 1 - MANAGEMENT OF UNDERPERFORMANCE (a) The Management of Underperformance procedure is intended to be applied when informal communication, counselling and training (where a deficit in the necessary skills or experience has been identified) have failed to bring about an acceptable standard of performance. (b) The procedure is distinct from, and shall not be used where misconduct or invalidity procedures are more appropriate. (c) The procedure can be commenced at any time during the Annual Performance Agreement cycle. There is no requirement to wait for the completion of one or more Annual Performance Agreement cycles. (d) Any notes or records of counselling and training (formal, informal or on-the-job) which are placed on the officer’s file, must be sighted by the officer and the officer must be given the opportunity to record comments. (e) Human Resource staff provide an important advisory and support role for supervisor/line managers during this process. Officers may also seek procedural advice from Human Resource Managers at any time during the Management of Underperformance process. Officers may also enlist the assistance of a colleague officer or representative (excluding union officials) at any point in the process. (f) ▇▇▇▇▇ to commencing the formal Management of Underperformance process, the supervisor/line manager will inform the next level manager of the proposed action. The next level manager w...

WORKPLACE ISSUES RESOLUTION PROCEDURE. Step 1 A grievance between an employee and the Employer, including a grievance in relation to the National Employment Standards except a dispute about whether the Employer has reasonable business grounds under subsection 65(5) of the FW Act; (“matter”) should be discussed in the first instance between the employee and the employee’s line manager.