DISPUTE AND GRIEVANCE RESOLUTION PROCEDURE Sample Clauses

DISPUTE AND GRIEVANCE RESOLUTION PROCEDURE. (a) The procedure in paragraph (c) applies to all Parties in relation to the settling of grievances and the avoiding of disputes. It is based on consultation, co-operation and discussion with the object of minimising disruption to working relationships and the performance of work. (b) All Parties acknowledge that this procedure provides complete and adequate remedies for problems and grievances which may arise in the course of the employment or in respect of the termination of employment. The Parties agree that all employment-related issues will be pursued in accordance with this clause and not otherwise. (c) The procedure is as follows: (i) Step1 - In the event the Employee has a grievance, the Employee in the first instance shall attempt to resolve the matter with the Operations Resource. The Employee may choose to involve another person, such as a union delegate, to assist with resolution. (ii) Step 2 - If the grievance is not resolved in Step 1, the Employee with the Operations Resource should refer the matter to the Warehouse Manager for discussion. The grievance or dispute may be committed to writing if requested at this stage. The Employee may choose to involve another person, such the union delegate, to assist with resolution. (iii) Step 3 - If the grievance is not resolved in Step 2, the matter should be referred to ▇▇▇▇▇’▇’ Human Resources Manager for discussion. At this point the Employee may involve another person, such as a union organiser, to assist with resolution. (iv) Step 4 - If the grievance is not resolved in Step 3 after the parties have genuinely attempted to achieve settlement, then the matter may be referred jointly to another party, such as a more senior ▇▇▇▇▇’▇ manager, or may be referred by the Parties jointly or independently to the Industrial Relations Commission of New South Wales. (d) While an issue is being progressed through this procedure the status quo will be maintained. (e) Throughout all stages of this procedure, ▇▇▇▇▇’▇ and the Employee/s commit to normal work continuing unless there is a reasonable concern about an imminent risk to the Employee’s health or safety. ▇▇▇▇▇’▇ and the Employee/s will co-operate to ensure that each step in the resolution process is followed as quickly as is reasonably possible.

DISPUTE AND GRIEVANCE RESOLUTION PROCEDURE. 26.1 If a dispute relates to: (a) a matter arising under the agreement; or (b) the employment relationship, or (c) the National Employment Standards; this term sets out procedures to settle the dispute. 26.2 any person covered by this Agreement may appoint a representative of their choice for the purposes of the procedures in this term. 26.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the employee or employees and their Union, and relevant supervisors and/or management. 26.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission. 26.5 Fair Work Commission may deal with the dispute in 2 stages: (a) Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if Fair Work Commission is unable to resolve the dispute at the first stage, Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. Note If Fair Work Commission arbitrates the dispute, it may also use the powers that are available to it under the Act. A decision that Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Div 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 26.6 While the parties are trying to resolve the dispute using the procedures in this term: (a) an employee must continue to perform his or her work as he or she would normally unless he or she has a reasonable concern about an imminent risk to his or her health or safety; and (b) an employee must comply with a direction given by the employer to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; or (ii) applicable occupational health and safety legislation would not permit the work to be performed; or (iii) the work is not appropriate for the employee to perform; or (iv) there are other reasonable grounds for the employee to refuse to comply with the direction. 26.7 The parties to the dispute agree to be bound by a decision made by Fair Work Commission in accordance with this term.

DISPUTE AND GRIEVANCE RESOLUTION PROCEDURE. In the event that a dispute arises over the application of this agreement the following procedure shall apply: 24.1 The employee/s concerned will first meet and confer with their immediate supervisor. The employee/s may appoint another person to act on their behalf including a shop ▇▇▇▇▇▇▇ or delegate of the union. 24.2 If the matter is not resolved at such a meeting the parties will arrange further discussions involving more senior management as appropriate. The employee or delegate may invite a union official to be involved in the discussions. The employer may also invite into the discussions an officer of the employer organisation to which the employer belongs. 24.3 If the matter cannot be resolved directly between the parties, either party may refer the matter to the Australian Industrial Relations Commission for assistance in resolving the matter by conciliation and/or arbitration. Any determination of the Commission shall be binding on both parties. The Commission may also give all such directions, orders and/or recommendations and do such things necessary or expedient for the speedy and just hearing and determination of the dispute. 24.4 While the parties are attempting to resolve the matter, the status quo antes will prevail, unless the employee has a reasonable concern about an imminent risk to their health or safety. In the event that an employee has a grievance with the employer, the following procedure shall apply: 24.5 The steps described in (a) and (b) above shall be followed in an attempt to resolve the matter directly at the site. If the grievance is about a change in work practices, there shall be no change until the disagreement has been resolved. 24.6 Should the grievance remain unresolved, the employee, the union or the employer may refer the grievance to a member of the Australian Industrial Relations Commission for the purpose of mediation and/or private arbitration. The employee, the union and the employer agree to be bound by the decision of that Commission member.

DISPUTE AND GRIEVANCE RESOLUTION PROCEDURE. Disputes pertaining to the relationship between the employer and employees, deductions from wages, the operation of the Agreement, or relation to the National Employment Standards will be resolved according to this procedure. a) The employee/s concerned will meet and confer with their immediate supervisor. The employee/s may appoint another person to act on their behalf which may be a Union delegate or employee representative b) If the matter is not resolved at such a meeting the parties to the dispute will arrange further discussions involving more senior management as appropriate. The employee, or employee representative may invite an official from the Union or other representative to be involved in the discussions as a further representative of the employee. c) If the matter cannot be resolved directly between the parties to the dispute, or if it is not practicable for steps (a) and (b) to be completed because of the urgency of the dispute or for any other reason, either of the parties to the dispute may refer the matter to the Fair Work Commission to resolve the matter. The Fair Work Commission may resolve the matter by mediation, conciliation or arbitration and may grant interim relief. Any arbitrated decision of the Fair Work Commission, whether interim or final, shall be binding and the parties will abide by such decision. The Fair Work Commission may give all such directions, orders and/or recommendations and do such things necessary or expedient for the speedy and just hearing and determination of the dispute. Any decision made by the Fair Work Commission shall be consistent with the building code. d) Until the dispute is resolved, the status quo antes will prevail, unless the employee has a reasonable concern about an imminent risk to their health or safety. In order to be clear, if the dispute is about a change at work, the status quo represents the position before the implementation of the change. 37 The Role of Employee Representatives Upon request, an employee representative may, consistent with the law, attend an appropriate employee nominated course to develop the skills necessary to their representative role.

DISPUTE AND GRIEVANCE RESOLUTION PROCEDURE a) Objective ICS and Staff are committed to the prevention and resolution of disputes as close as possible to the source of the dispute or potential dispute, in an equitable and timely manner. Should any grievance or dispute arise between a Staff member and ICS, relating to the Staff member's employment, it shall be handled in the following manner: b) Discuss with Manager The Staff member should discuss the problem first with their immediate manager in an attempt to resolve the matter. The manager is required to set aside the time necessary for a fair and open discussion. Under no circumstances shall the Staff member be disadvantaged if they raise an issue for discussion. Where appropriate, the manager should investigate the facts, consider ICS policies and procedures that may be applicable and consult with their Human Resources Consultant for independent advice as required. The manager should give the staff member a specific response within a period of time up to 7 working days. c) Discuss with Manager’s Manager If they cannot resolve the matter, or if there is some reason why the problem cannot be discussed with their immediate line manager, the staff member may raise the issue with their manager's manager. All reasonable efforts will be made to resolve the issue at this level. d) Discuss with Human Resources If the matter is still not resolved to the satisfaction of any party, it should be taken up with ICS Human Resources section.

DISPUTE AND GRIEVANCE RESOLUTION PROCEDURE. (a) If a dispute relates to: (i) a matter arising under the agreement; or (ii) relationship between the employer and employees; or (iii) deductions from wages; or (iv) the National Employment Standards; this term sets out procedures to settle the dispute. (b) The parties to a dispute referred to in this procedure may include: (i) an employee or employees covered by the agreement who are, or will be, affected by the dispute; (ii) the employer or employers covered by the agreement; and (iii) an employee organisation who: (a) has a member who it is entitled to represent and who is an employee referred to in (i); or (b) is covered by the enterprise agreement and entitled to the benefit of, or has a role or responsibility with respect to, the matter in dispute. (c) An employee who is a party to the dispute may advise the employer that a person or employee organisation is their representative for the purposes of the procedures in this term. (d) In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the relevant employee or employees, relevant supervisors and/or management and any relevant employee organisation. (e) If the discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission. (f) The Fair Work Commission may deal with a dispute referred to it under subclause (e) even if the requirement for discussions in subclause (d) has not been complied with if the Fair Work Commission is satisfied that it is appropriate in all the circumstances to do so. (i) The Fair Work Commission may deal with the dispute in 2 stages: (a) the Fair Work Commission will first attempt to resolve the dispute in such manner as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: 1 arbitrate the dispute; and 2 make a determination that is binding on the parties. (g) If the Fair Work Commission arbitrates the dispute: (i) it may also use any of the powers that are available to it under the Fair Work Act 2009 (Cth), including, but not limited to, the power to grant interim relief; and (ii) a decision that the Commission makes when arbitrating a dispute is a decision for the purposes of Division 3 of Part 5-1 of the Fair Work Act 2009 (Cth) and a person aggrieved ...

DISPUTE AND GRIEVANCE RESOLUTION PROCEDURE. Disputes pertaining to the operation of the Agreement or the NES (including provisions relating to flexible working arrangements and extending the period of unpaid parental leave) will be resolved according to this procedure. a) The Employee/s concerned will meet and confer with their immediate Supervisor. The Employee/s may appoint another person to act on their behalf including an Employee representative. b) If the matter is not resolved the parties to the dispute will arrange further discussions involving more senior management as appropriate. The employee may appoint representatives of their choosing to attend this discussion. c) If the matter cannot be resolved directly between the parties to the dispute, either of the parties to the dispute may refer the matter to FWC to resolve the matter. The FWC may resolve the matter by conciliation or arbitration and may grant interim relief. The FWC may give all such directions, orders and/or recommendations and do such things necessary or expedient for the speedy and just hearing and determination of the dispute. d) Where a dispute is referred to the FWC, the Employee who notified the dispute will be granted reasonable paid time off work for the purposes of attending any conference or hearing. e) Until the dispute is resolved, the status quo will prevail, unless the Employee has a reasonable concern about an imminent risk to their health or safety. In order to be clear, the status quo represents the position existing before the dispute was notified.

DISPUTE AND GRIEVANCE RESOLUTION PROCEDURE. Any disputes pertaining to the relationship between the employer and employee/s, the employer and the Union, and regarding any part of this agreement will be resolved according to the procedure outlined below. • In the first instance, the employee/s concerned will meet and confer with their immediate supervisor. The employee/s may appoint another person of their choosing to represent them, including a Union delegate or employee representative at any stage of this process. If an employee nominates a Union Delegate as their representative, the steps within this process must take place at premises other than where work is performed (“off-site”). • The employer will determine the location of the off-site meetings and/or discussions. However, the location must be convenient to all parties and within a short distance from the employees’ usual place of work. • The off-site meetings and/or discussions will be scheduled during the ordinary working hours of the relevant employee/s. If the working hours of the parties vary, the meetings/discussions will be scheduled during the ordinary hours of the majority of employees.

DISPUTE AND GRIEVANCE RESOLUTION PROCEDURE. 7.1 This clause sets out the procedures to settle a grievance, or dispute that relates to: ● A matter arising under this Agreement; or ● A matter pertaining to the employment relationship between the Company and an Employee who is covered by this Agreement: or ● "General protections" provided for in the Act; or ● NES. 7.2 This Agreement recognises that an Employee grievance should be resolved as quickly and effectively as possible with factual Information and without recourse to industrial action. 7.3 It is intended that most issues shall be resolved informally between an Employee and the Company by gathering and understanding the facts and through discussion. An Employee/s may be assisted by their nominated representative in these discussions.