WORKPLACE ISSUES RESOLUTION PROCEDURE Sample Clauses

WORKPLACE ISSUES RESOLUTION PROCEDURE. 82.1 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.
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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.
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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. The procedure consists of the following steps:
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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.
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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.
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Related to WORKPLACE ISSUES RESOLUTION PROCEDURE

  • Issue Resolution Procedures As soon as possible after any occupational health and safety issue has been reported, the company’s or management representative and elected safety representative must meet to try to resolve the issue. The resolution of the issue must take into account those of the following factors that are relevant: o Whether the hazard or risk can be isolated o The number and location of employees affected o Whether appropriate temporary measures are possible or desirable o Whether environmental monitoring is desirable o The time that may elapse before the hazard or risk is permanently corrected o Who is responsible for performing work and overseeing the removal of the hazard or risk. As soon as possible after the resolution of an issue, details of the agreement must be brought to the attention of affected employees in an appropriate manner. Should the matter not be resolved, the issue shall be dealt with in line with Clause 20 of the VBIA “Safety Disputes Resolution Procedure”.

  • 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.

  • Resolution Procedure a. Step 1

  • Issue Resolution Process Section 1001:

  • Informal Resolution Process It is the declared objective of the University and the Union to encourage the prompt resolution of potential causes for dismissal in the interest of maintaining harmony within the campus environment. Whenever practicable, before a formal recommendation for dismissal is initiated, every effort should be made to resolve or remediate the problem. Unless the individual concerned requests otherwise, the following efforts to resolve the problem will be undertaken in all cases where the issue is the individual’s performance and may be undertaken at the University’s discretion in other instances. The Department Personnel Committee, the Department Chair or Head, the individual concerned, and his or her union representatives may review the matter and explore a mutually acceptable resolution of the matter. The Xxxxxxx and/or appropriate Xxxx may, upon request of the Department Personnel Committee, the Department Chair or Head, the individual concerned, or the union representatives, join in the discussions about resolving the matter. Informal attempts at resolution shall not extend beyond thirty days without the written agreement of the individual concerned and the Xxxxxxx.

  • Grievance Resolution If a grievance is resolved at Step 2 or 3 in the procedure as provided herein, the grievant concerned shall indicate acceptance of the resolution by affixing his/her signature in the appropriate space indicated. If the employee has been represented by the Union at the Step of the procedure at which a resolution is reached, the Union representative shall also sign the appropriate document acknowledging that the employee has accepted the resolution. Decisions on grievances where an employee represents him/herself shall not be considered precedent setting or binding with regard to any future grievances filed with respect to the same or similar matters.

  • Informal Resolution Outcomes a. When a complainant approaches an administrative officer and alleges harassment by another BCTF member, the following shall apply:

  • Dispute Resolution Procedures (a) In the event a dispute arises about the interpretation, application, calculation of Loss, or calculation of payments or otherwise with respect to this Single Family Shared-Loss Agreement (“SF Shared-Loss Dispute Item”), then the Receiver and the Assuming Institution shall make every attempt in good faith to resolve such items within sixty (60) days following the receipt of a written description of the SF Shared-Loss Dispute Item, with notification of the possibility of taking the matter to arbitration (the date on which such 60-day period expires, or any extension of such period as the parties hereto may mutually agree to in writing, herein called the “Resolution Deadline Date”). If the Receiver and the Assuming Institution resolve all such items to their mutual satisfaction by the Resolution Deadline Date, then within thirty (30) days following such resolution, any payment due as a result of such resolution shall be made arising from the settlement of the SF Shared-Loss Dispute.

  • Resolution of Grievances In the event of a grievance related to a matter of discipline or any dispute as to the interpretation, application or observance of the provisions of this Agreement other than discipline, it shall be handled in the following manner:

  • UDP DNS resolution RTT Refers to the RTT of the sequence of two packets, the UDP DNS query and the corresponding UDP DNS response. If the RTT is 5 times greater than the time specified in the relevant SLR, the RTT will be considered undefined.

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