Workplace Grievance definition

Workplace Grievance. A grievance is any type of problem, concern or complaint related to work or the work environment. It may be about any act, omission, situation or decision that is thought to be unfair, discriminatory or unjustified. Key Principles of the Grievance Handling Procedure: Manager’s Responsibility - Manager’s are responsible for identifying, preventing, and resolving potential grievances within the workplace. Award or Agreement Provisions - The Grievance Procedure is developed in accord with relevant Award and/or Agreement provisions and established procedures.
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Examples of Workplace Grievance in a sentence

  • Employer hereby covenants and agrees that ---------------------- it shall include Employee, if otherwise eligible, in any pension plans, retirement plans, company life insurance plans, medical and/or hospitalization plans, bonus plans, stock option plans and/or any and all other benefit or incentive plans which may be placed in effect by Employer during the Term of this Agreement.

  • Allegations of research misconduct in regard to authorship will be dealt with in accordance with the Code of Conduct for Research, Workplace Grievance Policy or Student Complaints and Appeals Policy and Procedure.

  • The Diocese’s Human Resources Service is responsible for:• the development, implementation and review of the Diocese’s Workplace Grievance policies and procedures • provision of specialist human resource management services, including the resolution of workplace grievances.

  • This Policy conforms to Council’s Code of Conduct, Equal Employment Opportunity Policy, Workplace Harassment Policy and Workplace Grievance Procedure Policy located on the Council Intranet, and is strongly endorsed by the Mayor and General Manager.

  • Figure 4 shows a plot of the percentage of fixations that were used in the analysis as a function of patch size.

  • Our team members can raise concerns through avariety of mechanisms, including our enterprise-wide Workplace Issue Resolution Process, our Workplace Grievance Procedures (in the United Kingdom) and our enterprise-wide confidential Whistleblower Program that is supported by our enterprise-wide Whistleblower Policy and Speak Up Policy (in the United Kingdom).

  • The policy is not designed to address issues relating to:– staff or volunteer work-related problems or concerns which must be raised using the Workplace Grievance policy.– alleged criminal activity such as fraud must be referred directly to the Chief Executive Officer.– suspicions or alleged abuse of an adult should follow the Responding to Abuse of an Adult policy.– suspicions or alleged abuse of a child should follow the Responding to Abuse of a Child policy.

  • Where issues cannot be resolved to the satisfaction of all parties, the dispute will be referred to the Academic Board for its determination.Allegations of research misconduct in regard to authorship will be dealt with in accordance with the Code of Conduct for Research, Workplace Grievance Policy or Student Grievance Mediation Policy and Procedures.

  • Complaints that constitute workplace grievances are referred to People and Culture Service, who are responsible for:• the development, implementation and review of the Diocese’s Workplace Grievance policies and procedures• provision of specialist human resource management services, including the resolution of workplace grievances.

  • In the case of project management staff, the point of contact will be the Permanent Secretary.Depending on the workforce, contractors and grantees may form a Workplace Grievance Redress Committee (WGRC) comprising representatives from different departments and the ESS Specialists/Officers.

Related to Workplace Grievance

  • Workplace safety means those conditions related to physical health and safety of employees enforceable under federal or state law, or District rule related to: safety of the physical work environment, the safe operation of workplace equipment and tools, provision of protective equipment, training and warning requirements, workplace violence and accident risk.

  • Workplace Harassment means engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome”. Ref: Occupational Health and

  • Policy Grievance shall be signed by a xxxxxxx or a Union representative or, in the case of an Employer's policy grievance, by the Employer or its representative.

  • Workplace violence means any incident in which an employee is abused, threatened or assaulted during the course of his or her employment, and includes but is not limited to all forms of harassment, bullying, intimidation and intrusive behaviours of a physical or emotional nature.

  • Grievance means a complaint in writing that an employee, group of employees, or the Union submits to management, to be processed through the grievance procedure.

  • Group Grievance is defined as a single grievance, signed by a Xxxxxxx or a Union Representative on behalf of a group of employee who have the same complaint. Such grievances must be dealt with at successive stages of the Grievance Procedure commencing with Step 1. The grievors shall be listed on the grievance form.

  • Workplace means a place at which, on an average, twenty or more workers are employed.

  • A grievance means a dispute or disagreement as to the interpretation or application of terms and conditions of employment contained in this Agreement.

  • Grievance System means the overall system that includes:

  • Environmental and Social Management Plan or “ESMP” means a site-specific environmental and social management plan to be prepared in accordance with the parameters laid down in the ESMF and acceptable to the Association, setting forth a set of mitigation, monitoring, and institutional measures to be taken during the implementation and operation of the Project activities to eliminate adverse environmental and social impacts, offset them, or reduce them to acceptable levels, and including the actions needed to implement these measures.

  • Statement of Grievance shall name the employee involved, shall state the facts giving rise to the grievance, shall identify by appropriate reference all the provisions of this Master Contract alleged to be violated, shall state the contention of the employee and of the Association with respect to these provisions, and shall indicate the specific relief requested.

  • Environmental and Social Management Framework or “ESMF” means the environmental and social management framework of the Project States dated March 31, 2005, and amended on August 4, 2008, which, inter alia, sets forth the environmental and social safeguards applicable to the Project, including the identification, assessment and mitigation of potential environmental, resettlement, and social impacts arising from carrying out Project activities, measures to protect cultural property, proposed management and mitigation measures, and the relevant institutional framework required, as updated by the Project States from time to time in a manner satisfactory to the Association;

  • Exposed workplace means any work location, working area, or common area at work used or accessed by a COVID-19 case during the high-risk period, including bathrooms, walkways, hallways, aisles, break or eating areas, and waiting areas. The exposed workplace does not include buildings or facilities not entered by a COVID-19 case.

  • Worksite means the geographical area of the Project location where the Work is to be performed.

  • Sexual abuse means actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.

  • Orientation means any introductory instruction into a new practice environment or employment situation where being a nurse is a requirement of employment or where the individual uses any title or abbreviation indicating that the individual is a nurse. Orientation is considered the practice of nursing in this State.

  • Personal Grievance means a claim that an employee: • has been unjustifiably dismissed; or • has had their employment, or their conditions of employment, affected to their disadvantage by some unjustifiable action by the employer; or • has been discriminated against; or • has been sexually harassed in their employment; or • has been racially harassed in their employment; or • has been subjected to duress in relation to membership or non-membership of a union.

  • Labour means workers employed by a Contractor directly or indirectly through a sub- contractor or by an agent to do any skilled, semi-skilled, unskilled, manual, technical or clerical work relating to the subject of Contract for hire or reward.

  • Sexual orientation means actual or perceived heterosexuality, homosexuality or bisexuality.

  • Clinical social worker means a person who practices social work as defined in § 54.1-3700.

  • Grievant means an employee or group of employees having the same grievance. In the case of a group of employees, one employee shall be designated by the group to act as spokesperson and to be responsible for processing the grievance.

  • health and safety specification means a site, activity or project specific document prepared by the client pertaining to all health and safety requirements related to construction work;

  • Imminent danger to the health and safety of the public means the existence of any condition or practice, or any violation of a permit or other requirement of this chapter in a surface coal mining and reclamation operation, which condition, practice, or violation could reasonably be expected to cause substantial physical harm to persons outside the permit area before such condition, practice, or violation can be abated. A reasonable expectation of death or serious injury before abatement exists if a rational person, subjected to the same conditions or practices giving rise to the peril, would not expose the person's self to the danger during the time necessary for abatement.

  • Safety means any product which, under normal or reasonably foreseeable conditions of use including duration and, where applicable, putting into service, installation and maintenance requirements, does not present any risk or only the minimum risks compatible with the product's use, considered to be acceptable and consistent with a high level of protection for the safety and health of persons.

  • Participating Clinical Social Worker means a Clinical Social Worker who has a written agreement with the Claim Administrator or another Blue Cross and/or Blue Shield Plan to provide services to you at the time services are rendered.

  • Floodplain Management means the operation of an overall program of corrective and preventive measures for reducing flood damage, including but not limited to emergency preparedness plans, flood control works and floodplain management regulations.