Common use of Avoidance of Disputes Procedure Clause in Contracts

Avoidance of Disputes Procedure. To ensure the orderly conduct of and speedy resolution of disagreements, disputes or occupational health and safety concerns the following Resolution procedure shall apply. The object of the procedure is to promote the resolution of issues and disagreements through consultation, co-operation and discussion between employees (or employee representative) and their respective supervisors. This procedure is based upon the recognition and development of the relationship between supervisors and their employees. The procedure is designed to resolve any disagreement, dispute or occupational health and safety concerns in a fair manner and is based upon the following principles. (a) Commitment by the parties to observe procedure. This should be facilitated by the earliest possible advice by one party to the other of any issue or concern which may give rise to a disagreement or dispute. (b) Throughout all stages of this procedure, all relevant facts shall be clearly identified and recorded where necessary. (c) Realistic time limits shall allow for the completion of the various stages of the discussions. (d) Emphasis shall be placed on an in-house settlement of issues brought about through consultation. However, if in-house consultation and negotiation is exhausted without resolution of the disagreement or dispute, the parties shall jointly or individually refer the matter to the Australian Industrial Relations Commission for assistance in resolving the dispute. Resolution Procedure Stage One The employee with the issue or concern will discuss the matter with the employee’s immediate supervisor. The supervisor will set aside time to hear the issue of concern in a private discussion with the employee, the employee’s union representative and/or a third party observer, and after consideration (3 working days maximum) provide a comprehensive answer to the employee. The issue or concern and the answer provided by the supervisor shall be recorded. Stage Two In the event that the matter is still not being resolved it will be referred to the Production Manager or his/her representative who will convene a meeting with all the people previously involved in the matter to reconsider the issue or concern and the answers given thus far. All relevant facts shall be clearly recorded. The same procedure as set out in Stage One will be adopted with all relevant facts being clearly recorded. Stage Three If no negotiated settlement can be achieved and the process is exhausted without the dispute being resolved, the parties shall jointly or individually refer the matter to the Australian Industrial Relations Commission for assistance in resolving the dispute. At any meeting convened by the Commission, the parties will use their best endeavours to resolve the matter by conciliation.

Avoidance of Disputes Procedure. To ensure the orderly conduct of and speedy resolution of disagreements, disputes or occupational health and safety concerns concerns, the following Resolution procedure Procedure shall apply. The object of the procedure is to promote the resolution of issues and disagreements through consultation, co-operation and discussion between employees (or employee representative) and their respective supervisors. This procedure is based upon the recognition and development of the relationship between supervisors and their employees. The procedure is designed to resolve any disagreement, dispute or occupational health and safety concerns in a fair manner and is based upon the following principles. (a) Commitment by the parties to observe procedure. This should be facilitated by the earliest possible advice by one party to the other of any issue or concern which may give rise to a disagreement or dispute. (b) Throughout all stages of this procedure, all relevant facts shall be clearly identified and recorded where necessary. (c) Realistic time limits shall allow for the completion of the various stages of the discussions. (d) Emphasis shall be placed on an in-house settlement of issues brought bought about through consultation. However, if in-house consultation and negotiation is exhausted without resolution of the disagreement or dispute, the parties shall jointly or individually refer the matter to the Australian New South Wales Industrial Relations Commission for assistance in resolving the dispute. Resolution Procedure Stage One one The employee with the issue or concern will discuss the matter with the employee’s 's immediate supervisor. The supervisor will set aside time to hear the issue of concern in a private discussion with the employee, the employee’s union 's representative and/or a third party observer, and after consideration (3 working days maximum) provide a comprehensive answer to the employee. The issue or concern and the answer provided by the supervisor shall be recorded. Stage Two In the event that the matter is still not being resolved it will be referred to the Production General Manager or his/her representative who will convene a meeting with all the people previously involved in the matter to reconsider the issue or concern and the answers given thus far. All relevant facts shall be clearly recorded. The same procedure as set out in Stage One one will be adopted with all relevant facts being clearly recorded. Stage Three If no negotiated settlement can be achieved and the process is exhausted without the dispute being resolved, the parties shall jointly or individually refer the matter to the Australian Industrial Relations Commission of New South Wales for assistance in resolving the dispute. At any meeting convened by the Commission, the parties will use their best endeavours to resolve the matter by conciliation.

Avoidance of Disputes Procedure. To ensure the orderly conduct of and speedy resolution of disagreements, disputes or occupational health and safety concerns concerns, the following Resolution procedure Procedure shall apply. The object of the procedure is to promote the resolution of issues and disagreements through consultation, co-operation and discussion between employees (or employee representative) and their respective supervisors. This procedure is based upon the recognition and development of the relationship between supervisors and their employees. The procedure is designed to resolve any disagreement, dispute or occupational health and safety concerns in a fair manner and is based upon the following principles.: (a) Commitment by the parties to observe procedure. This should be facilitated by the earliest possible advice by one party to the other of any issue or concern which may give rise to a disagreement or dispute. (b) Throughout all stages of this procedure, all relevant facts shall be clearly identified and recorded where necessary. (c) Realistic time limits shall allow for the completion of the various stages of the discussions. (d) To resolve safety matters a safety committee will be formed as per the Work Cover Authority guidelines. (e) Emphasis shall be placed on an in-house settlement of issues brought bought about through consultation. However, if in-house consultation and negotiation is exhausted without resolution of the disagreement or dispute, the parties shall jointly or individually refer the matter to the Australian New South Wales Industrial Relations Commission for assistance in resolving the dispute. Resolution Procedure Stage One The employee with the issue or concern will discuss the matter with the employee’s 's immediate supervisor. The supervisor will set aside time to hear the issue of concern in a private discussion with the employee, the employee’s union 's representative and/or a third party observer, and after consideration (3 working days maximum) provide a comprehensive answer to the employee. The issue or concern and the answer provided by the supervisor shall be recorded. Stage Two In the event that the matter is still not being resolved it will be referred to the Production General Manager or his/her representative who will convene a meeting with all the people previously involved in the matter to reconsider the issue or of concern and the answers given thus far. All relevant facts shall be clearly recorded. The same procedure as set out in Stage One one will be adopted with all relevant facts being clearly recorded. Stage Three If no negotiated settlement can be achieved and the process is exhausted without the dispute being resolved, the parties shall jointly or individually refer the matter to the Australian Industrial Relations Commission of New South Wales for assistance in resolving the dispute. At any meeting convened by the Commission, the parties will use their best endeavours to resolve the matter by conciliation.