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. 82.2 The procedure consists of the following process steps: • Step 1 – Workplace Issue notified/reported to a Manager. • Step 2 – Workplace Issue evaluated and categorised as a Conduct Issue or Non- conduct Issue. • Step 3 – Workplace Issue dealt with either informally and/or formally as appropriate to the type of Workplace Issue including a potential investigation. • Step 4 – Communication of the outcome advised to the relevant persons and if required, action taken. • Step 5 – Review of the outcome, if sought and applicable, undertaken by the Chief Executive Review Panel and the subsequent decision of the Chief Executive being final and the matter closed. CSIRO Enterprise Agreement 2020 - 2023 54
Sample 1
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WORKPLACE ISSUES RESOLUTION PROCEDURE. 85.1 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. 85.2 CSIRO encourages officers to raise issues as they arise and Managers are encouraged to proactively address issues as soon as they become aware of them. Staff members 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’. 85.3 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 staff members 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 - staff members 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 dep...
Sample 1
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.
Sample 1
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.
Sample 1
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) Xxxxx 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...
Sample 1
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.
Sample 1

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 i. The complainant, if comfortable with that approach, may choose to speak to or correspond directly with the alleged harasser to express their feelings about the situation. ii. Before proceeding to Step 2, the complainant may approach their administrative officer, staff rep or other contact person to discuss potential means of resolving the complaint and to request assistance in resolving the matter. If the matter is resolved to the complainant's satisfaction the matter is deemed to be resolved. Refer to Article E.

  • 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: i. All discussions shall be solely an attempt to mediate the complaint; ii. Any and all discussions shall be completely off the record and will not form part of any record; iii. Only the complainant, respondent, and administrative officer shall be present at such meetings iv. No discipline of any kind would be imposed on the respondent; and v. The BCTF and its locals, based on the foregoing, will not invoke the notice of investigation and other discipline provisions of the collective agreement at meetings pursuant to Article E.2.5.a. b. Should a resolution be reached between the complainant and the respondent at Step One under the circumstances of Article E.2.5.a, it shall be written up and signed by both. Only the complainant and the respondent shall have copies of the resolution and they shall be used only for the purpose of establishing that a resolution was reached. No other copies of the resolution shall be made. c. In the circumstances where a respondent has acknowledged responsibility pursuant to Article E.

  • 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. (b) If the Receiver and the Assuming Institution fail to resolve any outstanding SF Shared-Loss Dispute Items by the Resolution Deadline Date, then either party may notify the other of its intent to submit the SF Shared-Loss Dispute Item to arbitration pursuant to the provisions of this Article VII. Failure of either party to submit pursuant to paragraph (c) hereof any unresolved SF Shared-Loss Dispute Item to arbitration within thirty (30) days following the Resolution Deadline Date (the date on which such thirty (30) day period expires is herein called the “Arbitration Deadline Date”) shall extinguish that party’s right to submit the non-submitted SF Shared-Loss Dispute Item to arbitration, and constitute a waiver of the submitting party’s right to dispute such non-submitted SF Shared-Loss Dispute Item (but not a waiver of any similar claim which may arise in the future). (c) If a SF Shared-Loss Dispute Item is submitted to arbitration, it shall be governed by the rules of the American Arbitration Association (the “AAA”), except as otherwise provided herein. Either party may submit a matter for arbitration by delivering a notice, prior to the Arbitration Deadline Date, to the other party in writing setting forth: (i) A brief description of each SF Shared-Loss Dispute Item submitted for arbitration; (ii) A statement of the moving party’s position with respect to each SF Shared-Loss Dispute Item submitted for arbitration; (iii) The value sought by the moving party, or other relief requested regarding each SF Shared-Loss Dispute Item submitted for arbitration, to the extent reasonably calculable; and (iv) The name and address of the arbiter selected by the moving party (the “Moving Arbiter”), who shall be a neutral, as determined by the AAA. Failure to adequately include any information above shall not be deemed to be a waiver of the parties right to arbitrate so long as after notification of such failure the moving party cures such failure as promptly as reasonably practicable. (d) The non-moving party shall, within thirty (30) days following receipt of a notice of arbitration pursuant to this Section 7.1, deliver a notice to the moving party setting forth: (i) The name and address of the arbiter selected by the non-moving party (the “Respondent Arbiter”), who shall be a neutral, as determined by the AAA; (ii) A statement of the position of the respondent with respect to each Dispute Item; and (iii) The ultimate resolution sought by the respondent or other relief, if any, the respondent deems is due the moving party with respect to each SF Shared-Loss Dispute Item. Failure to adequately include any information above shall not be deemed to be a waiver of the non-moving party’s right to defend such arbitration so long as after notification of such failure the non-moving party cures such failure as promptly as reasonably practicable (e) The Moving Arbiter and Respondent Arbiter shall select a third arbiter from a list furnished by the AAA. In accordance with the rules of the AAA, the three (3) arbiters shall constitute the arbitration panel for resolution of each SF Loss-Share Dispute Item. The concurrence of any two (2) arbiters shall be deemed to be the decision of the arbiters for all purposes hereunder. The arbitration shall proceed on such time schedule and in accordance with the Rules of Commercial Arbitration of the AAA then in effect, as modified by this Section 7.1. The arbitration proceedings shall take place at such location as the parties thereto may mutually agree, but if they cannot agree, then they will take place at the offices of the Corporation in Washington, DC, or Arlington, Virginia. (f) The Receiver and Assuming Institution shall facilitate the resolution of each outstanding SF Shared-Loss Dispute Item by making available in a prompt and timely manner to one another and to the arbiters for examination and copying, as appropriate, all documents, books, and records under their respective control and that would be discoverable under the Federal Rules of Civil Procedure.

  • 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.

  • Disputes Resolution It is the intent of the parties to communicate on a regular basis in a positive and effective manner. The parties agree to communicate areas of concern as they arise and to address those concerns in a professional manner. Any disputes between the Commission and the School which arise under, or are by virtue of, this Contract and which are not resolved by mutual agreement, shall be decided by the full Commission in writing, within 90 calendar days after a written request by the School for a final decision concerning the dispute; provided that where a disputes resolution process is defined for a particular program area (e.g., IDEA, Section 504, etc.), the Parties shall comply with the process for that particular program area; and further provided that the parties may mutually agree to utilize the services of a third-party facilitator to reach a mutual agreement prior to decision by the full Commission. Subject to the availability of an appeal under Ch. 302D, HRS, or BOE administrative rules or procedures, any such decision by the full Commission shall be final and conclusive.

  • Problem Resolution The parties shall meet and attempt to resolve all disputes and differences that may arise between the parties hereto concerning construction, interpretation, performance, operations, or breach of the matters referred to in this Agreement prior to seeking any legal remedy.

  • DNS resolution RTT Refers to either “UDP DNS resolution RTT” or “TCP DNS resolution RTT”.

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