Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed: 21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor; 21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management; 21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act. 21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd. 21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement. 21.4 Where the Parties agree to pursue mediation the Parties:- 21.4.1 Will participate in the mediation process in good faith; 21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process; 21.4.3 Agree not to commence any action against the other; and 21.4.4 Agree that during the time when the Parties attempt to resolve the matter: i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 38 contracts
Sources: Employee Collective Agreement, Employee Collective Agreement, Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 Agree not to commence any action against the other; and
21.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 16 contracts
Sources: Employee Collective Agreement, Employee Collective Agreement, Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 9 contracts
Sources: Employee Collective Agreement, Employee Collective Agreement, Employee Collective Agreement
Dispute Resolution Procedure. 21.1 19.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 19.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 19.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 19.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 19.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 19.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 19.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 19.4.1 Will participate in the mediation process in good faith;
21.4.2 19.4.2 Acknowledge the right of other to appoint in writing, another person to personto act on their behalf in relation to the mediation process;
21.4.3 19.4.3 Agree not to commence any action against the other; and
21.4.4 19.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 4 contracts
Sources: Employee Collective Agreement, Employee Collective Agreement, Employee Collective Agreement
Dispute Resolution Procedure. 21.1 19.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 19.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 19.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 19.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 19.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 19.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 19.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 19.4.1 Will participate in the mediation process in good faith;
21.4.2 19.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 19.4.3 Agree not to commence any action against the other; and
21.4.4 19.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 4 contracts
Sources: Employer Greenfields Agreement, Employee Collective Agreement, Employee Collective Agreement
Dispute Resolution Procedure. 21.1 22.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 22.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 22.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 22.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 22.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 22.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 22.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 22.4.1 Will participate in the mediation process in good faith;
21.4.2 22.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 22.4.3 Agree not to commence any action against the other; and
21.4.4 22.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 3 contracts
Sources: Employee Collective Agreement, Employee Collective Agreement, Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising In relation to any matter that may be in dispute between the Parties shall as far as practical be resolved parties to this Agreement (‘the matter’), the parties:
a. will attempt to resolve the matter at the workplace level through consultation. Accordingly the following procedure must be followedlevel, including, but not limited to:
21.1.1 Initially i. the Employee shall discuss any grievance, dispute employee and his or claim with their immediate supervisor;her supervisor meeting and conferring on the matter; and
21.1.2 If ii. if the matter is not resolved at such a meeting, the Parties may hold parties arranging further discussions with appropriate involving more senior levels of management;management (as appropriate); and
21.1.3 If b. acknowledge the right of either party to appoint, in writing, another person to act on behalf of the party in relation to resolving the matter at the workplace level; and
c. agree to allow either party to refer the matter to mediation if the matter cannot be resolved at the workplace level, the Parties ; and
d. agree to refer that if either party refers the matter to Enterprise Initiatives Pty Ltd who mediation, both parties will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;; and
21.4.2 Acknowledge e. acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 Agree not to commence any action against the other; and
21.4.4 Agree f. agree that during the time when the Parties parties attempt to resolve the matter:
i) i. the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) . subject to relevant provisions of any state or territory occupational health and safety law, even if the Employee employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee employee must not unreasonably fail to comply with a direction by his or her Employer employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee employee to perform; and
iii) . the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible; and
g. agree not to commence an action:
i. to obtain a penalty under section 17OVV of the Act; or
ii. to obtain damages for breaches of an Agreement; or
iii. to enforce a provision of the Agreement or Part VID of the Act (other than an action to enforce section 17OVU of the Act); unless:
iv. the party initiating the action has genuinely attempted to resolve the dispute at the workplace level; and
v. either
A. a period of 7 days has expired from the date when the party initiating the action gave notice that mediation is not requested; or
B. mediation was requested by either party and that mediation has been completed All penalties have been loaded into this rate, as well as public holiday work and leave loading. The hourly rate of pay is payable for all hours worked. Nothing prevents employers from paying above these hourly rates.
Appears in 3 contracts
Sources: Employee Collective Agreement, Employee Collective Agreement, Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All 7.1 A major objective of this Agreement is to eliminate lost time and/or production arising out of disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Actgrievances.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 7.2 This dispute resolution procedure does not apply applies to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf disputes about a matter under this Agreement or a dispute in relation to the mediation process;NES. This procedure will be followed by all relevant parties in good faith, in a timely manner and without unreasonable delay.
21.4.3 Agree not to commence any action against 7.3 In the other; and
21.4.4 Agree that during first instance the time when the Parties parties must attempt to resolve the matter:
i) matter at the Parties continue to work in accordance with the contract of employment unless workplace by discussions between the Employee has a reasonable concern about an imminent risk to his or her health or safety; andEmployees concerned and the relevant supervisor.
ii) subject to relevant provisions of any state or territory occupational safety law, even if 7.4 If such discussions do not resolve the Employee has a reasonable concern about an imminent risk to his or her health or safetydispute, the matter will be referred to more senior levels of management as appropriate.
7.5 If the dispute is still not resolved, either party may refer the dispute to the FWC.
7.6 If after conciliation in the FWC the matter remains unresolved, the FWC can arbitrate the dispute. In doing so, the FWC can use all the dispute settling powers available to it under the Fair Work Act (”the FW Act”).
7.7 The Employer or an Employee may appoint another person, organisation, or association to accompany and/or represent them at any stage of the disputes process.
7.8 While the dispute resolution procedure is being conducted, work must continue without interruption from industrial stoppages, bans and/or limitations.
7.9 Subject to applicable occupational health and safety legislation, an Employee must not unreasonably fail to comply with a direction by his or her the Employer to perform other available work, whether at the same workplace or another workplace, that which is safe and appropriate for the Employee to perform.
7.10 The outcome of any dispute, including an outcome determined by the FWC, will not be inconsistent with:
(a) the Code for the Tendering and Performance of Building Work 2016 (and any successor);
(b) any other applicable State and Territory Building and Construction Industry Codes of Practice and Implementation Guidelines; and
iii(c) any other applicable legislation.
7.11 If any party to a particular dispute fails or refuses to follow any step of this procedure the Parties must cooperate non- breaching party will not be obligated to ensure that continue through the dispute resolution procedures are carried out as quickly as is reasonably possibleremaining steps of the procedure and may immediately refer the matter to the FWC.
Appears in 2 contracts
Sources: Enterprise Agreement, Enterprise Agreement
Dispute Resolution Procedure. 21.1 19.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 19.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 19.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 19.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 19.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 19.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 19.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 19.4.1 Will participate in the mediation process in good faith;
21.4.2 19.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 19.4.3 Agree not to commence any action against the otherother party; and
21.4.4 19.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 2 contracts
Dispute Resolution Procedure. 21.1 23.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 23.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 23.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 23.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 23.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 23.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 23.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 23.4.1 Will participate in the mediation process in good faith;
21.4.2 23.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 23.4.3 Agree not to commence any action against the other; and
21.4.4 23.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 2 contracts
Sources: Employee Collective Agreement, Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Permanent Hourly Rate Store Manager Chef Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over 15.77 7.58 8.96 10.34 11.71 13.78 Delivery Driver 18 years of age 19 years of age 20 years and over Counter Hand Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over Kitchen Hand Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over Introductory Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over 9.89 11.21 13.19 7.25 8.57 9.89 11.21 13.19 7.13 8.43 9.73 11.03 12.97 7.01 8.29 9.56 10.84 12.75 Part 2 - Casual Employees Casual Hourly Rate Store Manager Chef Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over 18.92 9.09 10.75 12.40 14.06 16.54 Delivery Driver 18 years of age 19 years of age 20 years and over Counter Hand Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over Kitchen Hand Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over Introductory Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over 11.87 13.45 15.83 8.71 10.29 11.87 13.45 15.83 8.56 10.12 11.67 13.23 15.56 8.42 9.95 11.48 13.01
Appears in 2 contracts
Dispute Resolution Procedure. 21.1 22.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 22.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 22.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 22.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 22.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 22.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 22.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 22.4.1 Will participate in the mediation process in good faith;
21.4.2 22.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 22.4.3 Agree not to commence any action against the other; and
21.4.4 22.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 2 contracts
Sources: Employee Collective Agreement, Employee Collective Agreement
Dispute Resolution Procedure. 21.1 19.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 19.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 19.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 19.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 19.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 19.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 19.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 19.4.1 Will participate in the mediation process in good faith;
21.4.2 19.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 19.4.3 Agree not to commence any action against the other; and
21.4.4 19.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AUSTRALIAN FAIR PAY COMMISSION. Part 1 - Permanent Employees Permanent Hourly Rate Level 7 Level 6 17 years of age and under 18 years of age 19 years of age 20 years and over Level 5 17 years of age and under 18 years of age 19 years of age 20 years and over Level 4 17 years of age and under 18 years of age 19 years of age 20 years and over Level 3 17 years of age and under 18 years of age 19 years of age 20 years and over Level 2 17 years of age and under 18 years of age 19 years of age 20 years and over Level 1 17 years of age and under 18 years of age 19 years of age 20 years and over 17.56 12.27 14.02 15.78 17.53 11.92 13.63 15.33 17.03 11.16 12.75 14.34 15.94 10.53 12.04 13.54 15.05 10.20 11.65 13.11 14.57 9.73 11.13 12.52 13.91 Introductory 17 years of age and under 18 years of age 19 years of age 20 years and over Apprentice First Year Second Year Third Year Fourth Year 9.43 10.77 12.12 13.47 8.76 10.36 12.75 15.14 Part 2 - Casual Employees Casual Hourly Rate Level 7 Level 6 17 years of age and under 18 years of age 19 years of age 20 years and over Level 5 17 years of age and under 18 years of age 19 years of age 20 years and over Level 4 17 years of age and under 18 years of age 19 years of age 20 years and over Level 3 17 years of age and under 18 years of age 19 years of age 20 years and over 17 years of age and under 12.24 18 years of age 13.98 19 years of age 15.73 20 years and over 17.48 Level 1 17 years of age and under 11.68 18 years of age 13.35 19 years of age 15.02 20 years and over 16.69 Level 2 21.07 14.73 16.83 18.93 21.04 14.31 16.35 18.40 20.44 13.39 15.30 17.21 19.12 12.64 14.45 16.25 18.06 Introductory 17 years of age and under 18 years of age 19 years of age 20 years and over 11.31
Appears in 2 contracts
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES AND LOADINGS ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Hourly Rate Level 5 17 years of age and under 18 years of age 19 years of age 20 years and over Level 4 17 years of age and under 18 years of age 19 years of age 20 years and over Level 3 17 years of age and under 18 years of age 19 years of age 20 years and over Level 2 17 years of age and under 18 years of age 19 years of age 20 years and over Level 1 17 years of age and under 18 years of age 19 years of age 20 years and over 11.42 13.05 14.68 16.31 10.65 12.17 13.69 15.22 10.03 11.46 12.90 14.33 9.69 11.08 12.46 13.85 9.23 10.55 11.87 13.19 Introductory 17 years if age and under 18 years of age 19 years of age 20 years and over 8.92 10.20 11.47 12.75 Part 2 - Casual Employees Level 5 17 years if age and under 18 years of age 19 years of age 20 years and over Level 4 17 years if age and under 18 years of age 19 years of age 20 years and over Level 3 Casual Hourly Rate 13.70 15.66 17.62 19.57 12.78 14.61 16.43 18.26 17 years if age and under 12.04 18 years of age 13.76 19 years of age 15.48 20 years and over 17.20 Level 2 17 years if age and under 11.63 18 years of age 13.29 19 years of age 14.96 20 years and over 16.62 Level 1 17 years if age and under 11.08 18 years of age 12.66 19 years of age 14.24 20 years and over 15.83 Introductory 17 years if age and under 18 years of age 19 years of age 20 years and over 10.71
Appears in 2 contracts
Sources: Employee Collective Agreement, Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES AND LOADINGS ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Leave Loaded* Leave Unloaded Hourly Rate Hourly Rate $ $ Level 5 16.95 16.31 Level 4 17 years and under 9.49 9.13 at 18 years of age 11.07 10.65 at 19 years of age 13.44 12.93 20 years and over 15.81 15.22 Level 3 17 years and under 8.93 8.60 at 18 years of age 10.42 10.03 at 19 years of age 12.65 12.18 20 years and over 14.89 14.33 Level 2 17 years and under 8.63 8.31 at 18 years of age 10.07 9.69 at 19 years of age 12.23 11.77 20 years and over 14.39 13.85 Level 1 17 years and under 8.22 7.91 at 18 years of age 9.59 9.23 at 19 years of age 11.64 11.21 20 years and over 13.70 13.19 Introductory 17 years and under 7.95 7.65 at 18 years of age 9.27 8.92 at 19 years of age 11.26 10.84 20 years and over 13.24 12.75 Apprentice First Year Second Year Third Year Fourth Year 8.70 10.28 12.65 15.02 8.37 9.89 12.17 14.46 * see Clause 13.2 of this Agreement Part 2 - Casual Employees Casual Hourly Rate Level 5 19.58 Level 4 17 years and under at 18 years of age at 19 years of age 20 years and over 10.96 12.78 15.52 18.26 Level 3 17 years and under at 18 years of age at 19 years of age 20 years and over 10.32 12.04 14.62 17.19 Level 2 17 years and under at 18 years of age at 19 years of age 20 years and over 9.97 11.63 14.12 16.62 Level 1 17 years and under at 18 years of age at 19 years of age 20 years and over 9.49
Appears in 1 contract
Sources: Employer Greenfields Agreement
Dispute Resolution Procedure. 21.1 19.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 19.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 19.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 19.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 19.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 19.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 19.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 19.4.1 Will participate in the mediation process in good faith;
21.4.2 19.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 19.4.3 Agree not to commence any action against the other; and
21.4.4 19.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AUSTRALIAN FAIR PAY COMMISSION. Part 1 - Permanent Employees Permanent Hourly Rate Level 3 16.40 Level 2 Level 1 Under 17 years 17 years of age 18 years of age 19 years of age 20 years and over
Appears in 1 contract
Sources: Employer Agreement
Dispute Resolution Procedure. 21.1 22.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 22.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 22.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 22.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd an impartial third party who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 22.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.an impartial third party.
21.3 22.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 22.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 22.4.1 Will participate in the mediation process in good faith;
21.4.2 22.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 22.4.3 Agree not to commence any action against the other; and
21.4.4 22.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Level 4 - Supervisory Level 3 16 years of age & under 17 years of age 18 years of age 19 years of age 20 years of age & over Permanent Hourly Rate 14.32 7.48 8.31 10.39 12.47 13.85 Level 2 16 years of age & under 17 years of age 18 years of age 19 years of age 20 years of age & over 7.12 7.91 9.89 11.87
Appears in 1 contract
Sources: Employer Greenfields Agreement
Dispute Resolution Procedure. 21.1 28.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 28.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 28.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 28.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 28.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 28.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 28.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 28.4.1 Will participate in the mediation process in good faith;
21.4.2 28.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 28.4.3 Agree not to commence any action against the other; and
21.4.4 28.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. UNDER THE BREAD AWARD Part 1 - Permanent Employees Hourly Rate Level 3 ▇▇▇▇▇ 15.22 Level 2 Level 1 Apprentice First year Second year Third year Final 6 months 13.78 12.75 6.79 8.73 11.46 12.99 Part 2 - Casual Employees Casual Hourly Rate Level 3 ▇▇▇▇▇ 18.26 Level 2 Level 1 16.53
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 29.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 29.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 29.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 29.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 29.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 29.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 29.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 29.4.1 Will participate in the mediation process in good faith;
21.4.2 29.4.2 Acknowledge the right of other to appoint in writing, another person to personto act on their behalf in relation to the mediation process;
21.4.3 29.4.3 Agree not to commence any action against the other; and
21.4.4 29.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.a third party legal entity.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 Agree not to commence any action against the other; and
21.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 19.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 19.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 19.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 19.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 19.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 19.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 19.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 19.4.1 Will participate in the mediation process in good faith;
21.4.2 19.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 19.4.3 Agree not to commence any action against the other; and
21.4.4 19.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Level 6 Under 18 years of age 18 years of age 19 years of age 20 years of age 21 years of and over Level 5 Under 18 years of age 18 years of age 19 years of age 20 years of age 21 years of and over Level 4 Under 18 years of age 18 years of age 19 years of age 20 years of age 21 years of and over Level 3 Under 18 years of age 18 years of age 19 years of age 20 years of age 21 years of and over Level 2 Under 18 years of age 18 years of age 19 years of age 20 years of age 21 years of and over Permanent Hourly Rate 9.99 12.21 14.55 16.83 17.53 9.71 11.92 14.14 16.35 17.03 9.08 11.16 13.23 15.30 15.94 8.58 10.53 12.49 14.45 15.05 8.30 10.20 12.09 13.98 14.56 Level 1 Under 18 years of age 7.93 18 years of age 9.73 19 years of age 11.54 20 years of age 13.35 21 years of and over 13.91 Introductory Under 18 years of age 7.68 18 years of age 9.43 19 years of age 11.18 20 years of age 12.93 21 years of and over 13.47 Apprentice First 6 months 6.37 Second 6 months (subject to progress to the satisfaction of the Employer) 7.17 Second Year 9.56 Third Year 11.95 Fourth Year 14.34 Part 2 - Casual Employees Casual Hourly Rate Level 6 Under 18 years of age 18 years of age 19 years of age 20 years of age 21 years of and over Level 5 Under 18 years of age 18 years of age 19 years of age 20 years of age 21 years of and over Level 4 Under 18 years of age 18 years of age 19 years of age 20 years of age 21 years of and over Level 3 Under 18 years of age 18 years of age 19 years of age 20 years of age 21 years of and over Under 18 years of age 9.96 18 years of age 12.23 19 years of age 14.51 20 years of age 16.78 21 years of and over 17.48 Level 1 Under 18 years of age 9.51 18 years of age 11.68 19 years of age 13.85 20 years of age 16.02 21 years of and over 16.69 Introductory Under 18 years of age 9.21 18 years of age 11.31 19 years of age 13.41 20 years of age 15.51 21 years of and over 16.16 Level 2 11.99 14.73 17.46 20.20 21.04 11.65 14.31 16.97 19.62 20.44 10.90 13.39 15.87 18.36 19.12 10.29 12.64 14.99
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 Agree not to commence any action against the other; and
21.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AUSTRALIAN FAIR PAY COMMISSION. Level 7 – Option 1 (incorporates a 25% loading in lieu of penalties for additional hours (pursuant to clause 7.3) and public holidays (pursuant to clause 12). Level 7 – Option 2 Level 6 17 years of age and under 18 years of age 19 years of age 20 years and over Level 5 17 years of age and under 18 years of age 19 years of age 20 years and over Level 4 17 years of age and under 18 years of age 19 years of age 20 years and over Level 3 17 years of age and under 18 years of age 19 years of age 20 years and over Level 2 17 years of age and under 18 years of age 19 years of age 20 years and over Level 1 17 years of age and under 18 years of age 19 years of age 20 years and over 21.76 17.98 13.90 15.89 17.87 19.86 13.47 15.40 17.32 19.25 12.62 14.42 16.22 18.03 11.92 13.63 15.33 17.03 11.57 13.22 14.88 16.53 11.05 12.62 14.20 15.78 Introductory 17 years of age and under 18 years of age 19 years of age 20 years and over Apprentice First Year Second Year Third Year Fourth Year Level 6 17 years of age and under 18 years of age 19 years of age 20 years and over Level 5 17 years of age and under 18 years of age 19 years of age 20 years and over Level 4 17 years of age and under 18 years of age 19 years of age 20 years and over Level 3 17 years of age and under 18 years of age 19 years of age 20 years and over Level 2 17 years of age and under 18 years of age 19 years of age 20 years and over 10.69 12.22 13.75 15.28 9.91 11.72 14.42 17.12 16.31 18.64 20.97 23.30 15.81 18.06 20.32 22.58 14.80 16.92 19.03 21.15 13.99 15.99 17.98 19.98 13.57 15.51 17.45 19.39 Level 1 17 years of age and under 18 years of age 19 years of age 20 years and over Introductory 17 years of age and under 18 years of age 19 years of age 20 years and over 12.96 14.81 16.66 18.51 12.54 14.34 16.13 17.92 Under 17 years 17 years of age 18 years of age 19 years of age 20 years of age 21 years and over 6.94 7.65 9.20 10.62
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. ♦ Level 1 SCHEDULE A – JOB DESCRIPTIONS Grounds Maintenance
1. Undertake gardening and landscaping duties and grounds maintenance;
2. Use routine chemicals;
3. Undertake pool maintenance duties;
4. Assist with recycling duties and waste management duties;
5. Perform routine maintenance on tools and motor mowers;
6. Trim edges, mow lawns, sow, plant, water, weed, spread fertiliser, clear shrubs and trim ▇▇▇▇▇▇;
7. Perform routine repair work and maintenance in and about the park;
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 20.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 20.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 20.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 20.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 20.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 20.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 6 of the Agreement.
21.4 20.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 20.4.1 Will participate in the mediation process in good faith;
21.4.2 20.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 20.4.3 Agree not to commence any action against the other; and
21.4.4 20.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES AND LOADINGS ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Leave Loaded* Hourly Rate Leave Unloaded Hourly Rate Level 3 Level 2 16.29 15.81 15.68 15.22 Level 1 Under 17 years 17 years of age 18 years of age 19 years of age 20 years and over 7.43 8.92 10.40 12.63 14.86 7.15 8.58 10.01
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Level 5 17 years of age and under 18 years of age 19 years of age 20 years and over Level 4 17 years of age and under 18 years of age 19 years of age 20 years and over Level 3 17 years of age and under 18 years of age 19 years of age 20 years and over Level 2 17 years of age and under 18 years of age 19 years of age 20 years and over 17 years of age and under 9.23 18 years of age 10.55 19 years of age 11.87 20 years and over 13.19 Introductory 17 years if age and under 8.92 18 years of age 10.20 19 years of age 11.47 20 years and over 12.75 Apprentice First Year 8.37 Second Year 9.89 Third Year 12.17 Fourth Year 14.45 Level 1 Permanent Hourly Rate 11.42 13.05 14.68 16.31 10.65 12.17 13.69 15.22 10.03 11.46 12.90 14.33 9.69 11.08 12.46 13.85 Part 2 - Casual Employees Casual Hourly Rate Level 5 17 years if age and under 18 years of age 19 years of age 20 years and over Level 4 17 years if age and under 18 years of age 19 years of age 20 years and over Level 3 13.70 15.66 17.62 19.57 12.78 14.61 16.43 18.26 17 years if age and under 12.04 18 years of age 13.76 19 years of age 15.48 20 years and over 17.20 Level 2 17 years if age and under 11.63 18 years of age 13.29 19 years of age 14.96 20 years and over 16.62 Level 1 17 years if age and under 11.08 18 years of age 12.66 19 years of age 14.24 20 years and over 15.83 Introductory 17 years if age and under 18 years of age 19 years of age 20 years and over 10.71
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 19.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 19.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 19.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 19.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 19.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 19.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 19.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 19.4.1 Will participate in the mediation process in good faith;
21.4.2 19.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 19.4.3 Agree not to commence any action against the other; and
21.4.4 19.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Permanent Hourly Rate Level 7 Level 6 17 years of age and under 18 years of age 19 years of age 20 years and over Level 5 17 years of age and under 18 years of age 19 years of age 20 years and over Level 4 17 years of age and under 18 years of age 19 years of age 20 years and over Level 3 17 years of age and under 18 years of age 19 years of age 20 years and over Level 2 17 years of age and under 18 years of age 19 years of age 20 years and over Level 1 17 years of age and under 18 years of age 19 years of age 20 years and over 17.56 12.27 14.02 15.78 17.53 11.92 13.63 15.33 17.03 11.16 12.75 14.34 15.94 10.53 12.04 13.54 15.05 10.20 11.65 13.11 14.57 9.73 11.13 12.52 13.91 Introductory 17 years of age and under 18 years of age 19 years of age 20 years and over Apprentice Cooks First Year Second Year Third Year Fourth Year Security Guard 9.43 10.77 12.12 13.47 8.76 10.36 12.75
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 Agree not to commence any action against the other; and
21.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AUSTRALIAN FAIR PAY COMMISSION. Hotel Employees: Part 1 - Permanent Employees Level 7 Level 6 17 years of age and under 18 years of age 19 years of age 20 years and over Level 5 17 years of age and under 18 years of age 19 years of age 20 years and over Level 4 17 years of age and under 18 years of age 19 years of age 20 years and over Level 3 17 years of age and under 18 years of age 19 years of age 20 years and over Level 2 17 years of age and under 18 years of age 19 years of age 20 years and over Level 1 17 years of age and under 18 years of age 19 years of age 20 years and over Permanent Hourly Rate 13.19 15.21 17.24 19.26 12.78 14.75 16.72 18.68 11.90 13.74 15.58 17.42 11.18 12.92 14.66 16.40 10.79 12.48 14.16 15.84 10.26 11.87 13.47 15.08 Introductory 17 years of age and under 18 years of age 19 years of age 20 years and over 9.90
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 19.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 19.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 19.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 19.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 19.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 19.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 19.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 19.4.1 Will participate in the mediation process in good faith;
21.4.2 19.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 19.4.3 Agree not to commence any action against the other; and
21.4.4 19.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AUSTRALIAN FAIR PAY COMMISSION. Part 1 - Permanent Employees Shop Assistant in Charge: Permanent Hourly Rate With Buying Duty 0 - 4 assistants 5 -12 assistants 13 -25 assistants Over 25 assistants Without Buying Duty 0 - 4 assistants 5 -12 assistants 13 -25 assistants Over 25 assistants Shop Assistant 15 years of age & under 16 years of age 17 years of age 18 years of age 19 years of age 20 years of age 21 years of age & over 15.33 15.58 15.90 16.09 15.29 15.51 15.79 16.00 6.00 7.50 9.00 10.50 12.00 13.50 15.00 Delivery Driver 18 years of age & under 19 years of age 20 years of age & over 10.33
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 19.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 19.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 19.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 19.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 19.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 19.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 19.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 19.4.1 Will participate in the mediation process in good faith;
21.4.2 19.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 19.4.3 Agree not to commence any action against the other; and
21.4.4 19.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AUSTRALIAN FAIR PAY COMMISSION. Part 1 - Permanent Employees Permanent Hourly Rate Level 4 Level 3 Level 2 Level 1 15.94
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes 22.1 The parties agree that if an Employee has a grievance or grievances dispute as to any matter arising under this Agreement or in relation to the NES ("the issue") it should be settled as quickly as possible between the Parties Employee and the Employee's immediate supervisor.
22.2 Subject to clause 22.5, if the issue is not resolved, then the parties shall as far as practical be resolved at the workplace level through consultation. Accordingly follow the following procedure must be followedprocedures for its resolution:
21.1.1 Initially 22.2.1 the Employee shall discuss any grievance, dispute will meet and confer with a relevant member of the Leadership Team or claim with their immediate supervisorhis/her nominee;
21.1.2 If 22.2.2 if the matter is not resolved at such a meetingissue remains unresolved the Employee will meet and confer with the Chief Executive Officer or his/her nominee;
22.2.3 if the issue remains unresolved, further discussions may be arranged as appropriate;
22.2.4 if the issue remains unresolved, either party to the dispute may refer the issue to the FWC for conciliation/mediation and, should conciliation/mediation fail to resolve the issue, arbitration. The FWC may exercise any method of dispute resolution permitted by the Act that it considers appropriate to ensure the settlement of the dispute;
22.2.5 subject to the right of appeal, the Parties may hold further discussions with appropriate senior levels parties agree that they will treat themselves as bound by the arbitrated determination of management;the FWC in determining the issue.
21.1.3 If 22.3 Nothing contained in this clause 22 shall:
22.3.1 prevent an Employee from requesting the matter cannot be resolved assistance of a representative including the relevant Union at the workplace levelany stage,
22.3.2 affect any rights under this Agreement, the Parties agree to refer Act, the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate Occupational Health and Safety Act 2004 (Vic), or Federal or State equal opportunity legislation.
22.4 Until the dispute. Any such mediator will conduct the mediation issue is resolved/determined, work shall continue normally in accordance with the provisions of Part 13, Division 6 of custom or practice existing before the Act.
21.2 To the extent that the grievance or dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation arose. No party shall be prejudiced as to the mediation process;
21.4.3 Agree not to commence any action against final settlement by the other; and
21.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to continuance of work in accordance with this procedure.
22.5 The following kinds of disputes, grievances or issues cannot be resolved/determined using this procedure:
22.5.1 disputes, grievances or issues covered by equal opportunity, occupational health and safety and accident compensation legislation (unless such issues otherwise arise under this Agreement) which will be dealt with in accordance with the contract relevant dispute and grievance procedures in Council’s policies and the applicable legislation;
22.5.2 disputes, grievances or issues concerning Classifications, Employee discipline or performance management of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply Employee. These will be dealt with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possiblein accordance with clause 22.6 - Independent Conciliator / Arbitrator.
Appears in 1 contract
Sources: Enterprise Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly The parties to this agreement commit themselves to ensure they comply with the following procedure principles:
15.1. The parties to this agreement undertake to resolve any grievances, or industrial disputes on the basis of goodwill, consultation, discussion, open communication and disclosure of all relevant facts;
15.2. All grievances must be followed:
21.1.1 Initially the Employee shall discuss any grievanceproperly investigated and potential disputes receive fair, dispute or claim with their immediate supervisorprompt and careful attention and consideration;
21.1.2 If 15.3. Work continues normally and the matter fleet continues to trade without interruption from industrial stoppages, bans and/or limitations, whilst the procedure outlined below is not resolved at such a meetingput into effect, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation except in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 This dispute resolution procedure does not apply to Employees circumstances where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 Agree not to commence any action against the other; and
21.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has an employee holds a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject . Subject to relevant provisions of any state or territory applicable occupational health and safety law, even if the Employee employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee employee must not unreasonably fail to comply with a direction by his or her Employer ▇▇▇▇▇▇▇▇ to perform other available work, whether at the same workplace or another workplace, work that is safe and appropriate for the Employee employee to perform; .
15.4. Shipboard issues will always be resolved as close to the source of the complaint as possible;
15.5. Sufficient resources will be available to enable matters to be resolved by discussion, as far as possible without the assistance of industrial tribunals;
15.6. No party shall be prejudiced, in relation to the final settlement by the continuance of work in accordance with these principles.
15.7. Where a grievance, complaint, claim or any matter which is likely to result in an industrial dispute arises between Gardline and an employee or group of employees the following procedure shall apply:
15.8. Issues Arising at Shipboard Level
15.8.1. The employee(s) or their nominated representative(s) shall first approach the Master of the vessel (or in the absence of the Master, ▇▇▇▇▇▇▇▇’s next most senior shipboard representative) to communicate the specific nature of the problem or request.
15.8.2. If the matter does not concern an operational issue and/or it is unable to be resolved by discussion at shipboard level, then the matter shall be expeditiously referred:
15.8.2.1. by the Master, to Gardline management and,
iii15.8.2.2. to the employees’ nominated shore-based representative(s), which may include the relevant Union Branch or the Union official(s) who represented the Parties must cooperate appropriate Union and the employees in negotiations towards this agreement or the Union National Office where the union is the representative organisation of the employee’s choice).
15.8.2.3. The Master shall make available suitable communications facilities to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possibleemployee(s) or their representatives to achieve the above.
Appears in 1 contract
Sources: Union Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisorsupervisor of the Employer (not the Employer's Client);
21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd an impartial third party who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement Agreement, the Employer will ask for and the Employee's agreement Employee shall mutually agree to seek advice from EI Legal Pty Ltd.an impartial third party.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 Agree not to commence any action against the other; and
21.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 23.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 23.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 23.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 23.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 23.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 23.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 23.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 23.4.1 Will participate in the mediation process in good faith;
21.4.2 23.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 23.4.3 Agree not to commence any action against the other; and
21.4.4 23.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES AND LOADINGS ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. THE BREAD AWARD Part 1 - Permanent Employees Hourly Rate Level 4 Under 17 years of age 17 years of age 18 years of age Level 3 Under 17 years of age 17 years of age 18 years of age 12.31 14.73 17.33 11.13 13.33 15.68 Level 2 Under 17 years of age 17 years of age 18 years of age Level 1 Under 17 years of age 17 years of age 18 years of age Apprentice First year Second year Third year Fourth Year 10.08 12.07 14.20 9.65 11.56 13.59 8.46 9.72 11.13 13.32 Part 2 - Casual Employees Casual Hourly Rate Level 4 Under 17 years of age 17 years of age 18 years of age 14.77
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Permanent Hourly Rate Level 3 15.68 Level 2 Level 1 Under 17 years 17 years of age 18 years of age 19 years of age 20 years and over
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 23.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 23.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 23.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 23.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 23.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 23.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 23.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 23.4.1 Will participate in the mediation process in good faith;
21.4.2 23.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 23.4.3 Agree not to commence any action against the other; and
21.4.4 23.4.4 Agree that during the time when the Parties attempt to resolve the matter:
: i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 20.1 All disputes or grievances griev ances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 20.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 20.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 20.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 20.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 20.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 20.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 20.4.1 Will participate in the mediation process in good faith;
21.4.2 20.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 20.4.3 Agree not to commence any action against the other; and
21.4.4 20.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES AND LOADINGS ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Level 4 Level 3 17 years of age and under 18 years of age 19 years of age 20 years of age 21 years and over Hourly Rate 9.02 10.18 11.64 13.09 14.55 Level 2 17 years of age and under 18 years of age 19 years of age 20 years of age 21 years and over Level 1 17 years of age and under 18 years of age 19 years of age 20 years of age 21 years and over Apprentice First Year Second Year Third Year Fourth Year 8.30 9.37 10.71 12.04 13.38 8.02 9.06 10.35 11.64 12.93 7.11 8.34 10.35 12.36 Part 2 - Casual Employees Casual Hourly Rate Level 4 19.82 Level 3 17 years of age and under 18 years of age 19 years of age 20 years of age 21 years and over 10.82
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 17.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 17.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 17.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 17.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 17.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 17.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 17.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 17.4.1 Will participate in the mediation process in good faith;
21.4.2 17.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 17.4.3 Agree not to commence any action against the otherother party; and
21.4.4 17.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employer Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES AND LOADINGS ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Leave Loaded* Hourly Rate Leave Unloaded Hourly Rate Level 3 15.18 14.61 Level 2 Level 1 Under 16 years of age 16 years of age 17 years of age 18 years of age 19 years of age 20 years of age 21 years and over 15.14 5.95 7.42 8.90 10.39 11.87 13.36 14.83 14.57 5.72 7.14 8.57 10.00 11.43 12.86
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all the parties within the Employer. Accordingly the following procedure must be followedadopted:
21.1.1 (i) Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 (ii) If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 If (iii) Should the matter cannot be resolved at remain unresolved the workplace level, the Parties employee and senior management may agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a involvement of an agreed third party mediator or parties to mediate apply an alternative dispute resolution process to attempt to resolve the disputegrievance, dispute or claim. Any such mediator Such alternative dispute resolution process will conduct the mediation be conducted in accordance with the provisions of Part 13, Division 6 of the Act.Workplace Relations Act 1996;
21.2 To (iv) Whilst the extent that above procedures are being followed, the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation above process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 Agree faith and agree not to commence any action against the other; andother party;
21.4.4 Agree that during (v) The parties further agree whilst the time when the Parties attempt above procedures are being followed to resolve the matter:
i) the Parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) and subject to the relevant provisions of any state State or territory Territory occupational safety lawlaws, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) and the Parties parties must cooperate co-operate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Hourly Rate Level 3 15.68 Level 2 Supervisory Level 1 Sandwich Artist Under 17 years 17 years of age 18 years of age 19 years of age 20 years and over
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 Agree not to commence any action against the other; and
21.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AUSTRALIAN FAIR PAY COMMISSION. Part 1 - Permanent Employees Permanent Hourly Rate Store Manager 2IC Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over Chef Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over Delivery Driver 18 years of age 19 years of age 20 years and over Counter Hand Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over Kitchen Hand Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over Introductory Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over 19.64 9.58 11.31 13.03 14.76 17.27 9.58 11.31 13.03 14.76 17.27 12.51 14.16 16.57 9.19 10.85 12.51 14.16 16.57 9.05 10.68 12.31 13.94 16.31 8.90 10.51 12.11 13.72
16.05 Part 2 - Casual Employees
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 13.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 13.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 13.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 13.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 13.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 13.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 13.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 13.4.1 Will participate in the mediation process in good faith;
21.4.2 13.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 13.4.3 Agree not to commence any action against the other; and
21.4.4 13.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Hourly Rate Level 3 14.61 Level 2 Level 1 Under 16 years of age 16 years of age 17 years of age 18 years of age 19 years of age 20 years of age 21 years and over 14.57 5.72 7.14 8.57 10.00 11.43 12.86 14.28 Part 2 - Casual Employees Casual Hourly Rate Level 3 17.53 Level 2 Level 1 Under 16 years of age 16 years of age 17 years of age 18 years of age 19 years of age 20 years of age 21 years and over 17.48 6.86 8.57 10.28 12.00 13.72
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to personto act on their behalf in relation to the mediation process;
21.4.3 Agree not to commence any action against the other; and
21.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AUSTRALIAN FAIR PAY COMMISSION. Live-in House Worker 177.20 Field Staff Grade 3 17.89 Field Staff Grade 2 16.87 Field Staff Grade 1 16.23 Live-in House Worker Field Staff Grade 3 Field Staff Grade 2 Field Staff Grade 1 210.70 21.38
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Permanent Hourly Rate Level 4 Level 3 Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over 15.77 7.58 8.96 10.34 11.71 13.78 Level 2 Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over Level 1 Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over 7.25 8.57 9.89 11.21 13.19 7.01 8.29 9.56 10.84 12.75 Part 2 - Casual Employees Casual Hourly Rate Level 4 Level 3 Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over 18.92 9.09 10.75 12.40 14.06 16.54 Level 2 Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over Level 1 Under 17 years of age 17 years of age 18 years of age 19 years of age 20 years and over 8.71 10.29 11.87 13.45 15.83 8.42 9.95 11.48 13.01
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 19.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 19.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 19.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 19.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 19.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 19.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 19.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 19.4.1 Will participate in the mediation process in good faith;
21.4.2 19.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 19.4.3 Agree not to commence any action against the other; and
21.4.4 19.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AUSTRALIAN FAIR PAY COMMISSION. Part 1 - Permanent Employees Permanent Hourly Rate Head ▇▇▇▇▇ 19.28 Store Manager 17.69 Assistant ▇▇▇▇▇ 17.54 Shop Assistant Under 17 years 17 yrs of age 18 yrs of age 19 yrs of age 20 yrs of age 21 yrs & over 8.35 9.17 11.22 13.26 14.90
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 17.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 17.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 17.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 17.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 17.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 17.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 17.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 17.4.1 Will participate in the mediation process in good faith;
21.4.2 17.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 17.4.3 Agree not to commence any action against the otherother party; and
21.4.4 17.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
iii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iiiii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultationconsultation . Accordingly the following procedure must be followed:
21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 Agree not to commence any action against the otherother ; and
21.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly qu ickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 22.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 22.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisorsupervisor of the Employer (not the Employer’s Client);
21.1.2 22.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 22.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd an impartial third party who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 22.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement Agreement, the Employer will ask for and the Employee's agreement Employee shall mutually agree to seek advice from EI Legal Pty Ltd.an impartial third party.
21.3 22.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 22.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 22.4.1 Will participate in the mediation process in good faith;
21.4.2 22.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 22.4.3 Agree not to commence any action against the other; and
21.4.4 22.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES AND LOADINGS ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Level 6 17 years of age and under 18 years of age 19 years of age 20 years and over Level 5 17 years of age and under 18 years of age 19 years of age 20 years and over Level 4 17 years of age and under 18 years of age 19 years of age 20 years and over Level 3 17 years of age and under 18 years of age 19 years of age 20 years and over Level 2 17 years of age and under 18 years of age 19 years of age 20 years and over Level 1 17 years of age and under 18 years of age 19 years of age 20 years and over Hourly Rate 11.77 13.45 15.13 16.81 11.42 13.05 14.68 16.31 10.65 12.17 13.69 15.22 10.03 11.46 12.90 14.33 9.69 11.08 12.46 13.85 9.23 10.55 11.87 13.19 Introductory 17 years if age and under 18 years of age 19 years of age 20 years and over 8.92 10.20
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 29.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 29.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 29.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 29.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 29.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 29.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 29.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 29.4.1 Will participate in the mediation process in good faith;
21.4.2 29.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 29.4.3 Agree not to commence any action against the other; and
21.4.4 29.4.4 Agree that during the time when the Parties attempt to resolve the matter:
: i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;.
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Permanent Hourly Rate Level 2 Level 1 Under 16 years of age 16 years of age 17 years of age 18 years of age 19 years of age 20 years of age 21 years and over 14.57 5.72 7.14 8.57 10.00 11.43 12.86 14.28 Part 2 - Casual Employees Casual Hourly Rate Level 2 Level 1 Under 16 years of age 16 years of age 17 years of age 18 years of age 19 years of age 20 years of age 21 years and over 17.48 6.86 8.57 10.28 12.00 13.72
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 18.1 All disputes or grievances arising between the Parties Employer and Employees shall as far as practical be resolved at the workplace level through consultationconsultation among all of the parties within the Employer. Accordingly the following procedure must be followed:
21.1.1 18.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 18.1.2 If the matter is not resolved at such a meeting, the Parties parties may hold further discussions with appropriate senior levels of management;
21.1.3 18.1.3 If the matter cannot be resolved at the workplace level, the Parties parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 18.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's agreement to seek advice from EI Legal Pty Ltd.
21.3 18.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 18.4 Where the Parties parties agree to pursue mediation the Parties:-parties:-
21.4.1 18.4.1 Will participate in the mediation process in good faith;
21.4.2 18.4.2 Acknowledge the right of other either party to appoint in writing, another person to act on their behalf of the party in relation to the mediation process;
21.4.3 18.4.3 Agree not to commence any action against the otherother party; and
21.4.4 18.4.4 Agree that during the time when the Parties parties attempt to resolve the matter:
i) the Parties parties continue to work in accordance with the their contract of employment unless the Employee employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state State or territory Territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. SCHEDULE A – MINIMUM RATES OF PAY * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AFPC. Part 1 - Permanent Employees Level 6 17 years of age and under 18 years of age 19 years of age 20 years and over Level 5 17 years of age and under 18 years of age 19 years of age 20 years and over Level 4 17 years of age and under 18 years of age 19 years of age 20 years and over Level 3 17 years of age and under 18 years of age 19 years of age 20 years and over Level 2 17 years of age and under 18 years of age 19 years of age 20 years and over Level 1 17 years of age and under 18 years of age 19 years of age 20 years and over Permanent Hourly Rate 11.77 13.45 15.13 16.81 11.42 13.05 14.68 16.31 10.65 12.17 13.69 15.22 10.03 11.46 12.90 14.33 9.69 11.08 12.46 13.85 9.23 10.55 11.87 13.19 Introductory 17 years if age and under 18 years of age 19 years of age 20 years and over Apprentice First Year Second Year Third Year Fourth Year 8.92 10.20 11.47 12.75 8.37 9.89 12.17 14.46 Part 2 - Casual Employees Level 6 17 years if age and under 18 years of age 19 years of age 20 years and over Level 5 17 years if age and under 18 years of age 19 years of age 20 years and over Level 4 17 years if age and under 18 years of age 19 years of age 20 years and over 17 years if age and under 12.04 18 years of age 13.76 19 years of age 15.48 20 years and over 17.20 Level 2 17 years if age and under 11.63 18 years of age 13.29 19 years of age 14.96 20 years and over 16.62 Level 1 17 years if age and under 11.08 18 years of age 12.66 19 years of age 14.24 20 years and over 15.83 Level 3 Casual Hourly Rate 14.12 16.14 18.16 20.17 13.70 15.66 17.62 19.57 12.78 14.61 16.43 18.26 Introductory 17 years if age and under 18 years of age 19 years of age 20 years and over 10.71
Appears in 1 contract
Sources: Employee Collective Agreement
Dispute Resolution Procedure. 21.1 All disputes or grievances arising between the Parties shall as far as practical be resolved at the workplace level through consultation. Accordingly the following procedure must be followed:
21.1.1 Initially the Employee shall discuss any grievance, dispute or claim with their immediate supervisor;
21.1.2 If the matter is not resolved at such a meeting, the Parties may hold further discussions with appropriate senior levels of management;
21.1.3 If the matter cannot be resolved at the workplace level, the Parties agree to refer the matter to Enterprise Initiatives Pty Ltd who will engage a third party mediator to mediate the dispute. Any such mediator will conduct the mediation in accordance with the provisions of Part 13, Division 6 of the Act.
21.2 To the extent that the dispute concerns Employee entitlements or Employer obligations under the Agreement the Employer will ask for the Employee's ’s agreement to seek advice from EI Legal Pty Ltd.
21.3 This dispute resolution procedure does not apply to Employees where the Employer has given notice and reasons for termination according to clause 5 of the Agreement.
21.4 Where the Parties agree to pursue mediation the Parties:-
21.4.1 Will participate in the mediation process in good faith;
21.4.2 Acknowledge the right of other to appoint in writing, another person to act on their behalf in relation to the mediation process;
21.4.3 Agree not to commence any action against the other; and
21.4.4 Agree that during the time when the Parties attempt to resolve the matter:
i) the Parties continue to work in accordance with the contract of employment unless the Employee has a reasonable concern about an imminent risk to his or her health or safety; and
ii) subject to relevant provisions of any state or territory occupational safety law, even if the Employee has a reasonable concern about an imminent risk to his or her health or safety, the Employee must not unreasonably fail to comply with a direction by his or her Employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for the Employee to perform; and
iii) the Parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible.. * NOTE: ALL RATES ARE CURRENT AT THE TIME OF PRINTING AND ARE SUBJECT TO ADJUSTMENT BY THE AUSTRALIAN FAIR PAY COMMISSION. First year Second year Third year Fourth year 17 years of age 18 years of age 19 years of age 20 years of age 21 years and over 13.93 6.90 9.04 12.32 14.46 5.03 6.47 7.91 9.34 11.28 13.37 14.37 17 years of age 18 years of age 19 years of age 20 years of age 21 years and over 6.87 8.58 10.30 12.02 13.73 15.45
Appears in 1 contract
Sources: Employee Collective Agreement