Common use of DISPUTE AND GRIEVANCE RESOLUTION PROCEDURE Clause in Contracts

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. (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 has the option of having another personperson present, such as another Employee of his or her choice or a union delegaterepresentative of the Employee’s choice, 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 has the option of having another personperson present, such as another Employee of his or her choice or a union representative of the union delegateemployer or Employees choice, 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 has the Employee may involve option of having another personperson present, such as another Employee of his or her choice or a union organiserrepresentative of the Employee’s choice, 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 Australian Industrial Relations Commission of New South Waleswhere settlement shall be by conciliation followed by arbitration. (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. (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 ResourceWarehouse Manager. 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 Warehouse Manager should refer the matter to the Warehouse National Operations 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.