Common use of Disputes Resolution Process Clause in Contracts

Disputes Resolution Process. 2.6.1 The parties acknowledge that they must genuinely attempt to resolve any dispute at the workplace level. 2.6.2 The matters to be dealt with in this process will include any grievance or dispute between the parties. 2.6.3 The process in the event of a grievance or dispute are: (a) If an employee has a grievance concerning their employment, they should initially discuss it in person with their immediate supervisor to seek a resolution; (b) If the grievance cannot be satisfactorily resolved by their immediate supervisor the employee, and if requested, their representative and/or supervisor may present the grievance in person or in writing to the appropriate manager who will arrange to discuss the grievance with the employee and/or supervisor concerned; (c) If a matter in dispute cannot be resolved at the workplace level, a party to the dispute may elect to use an alternative dispute resolution process in an attempt to resolve the matter; (d) The alternative dispute resolution process is to be conducted by a dispute resolution provider (DRP) agreed between the parties in dispute. 2.6.4 Where the parties cannot agree on a DRP: (a) A party to the dispute may notify the Australian Industrial Registrar; (b) If the parties cannot agree on who is to conduct the alternative dispute resolution process within the 14 day period provided by the Australian Industrial Registrar, a party to the dispute may apply to the AIRC to have the alternative dispute resolution process conducted by the AIRC; (c) If an alternative dispute resolution process is used to resolve a dispute, the parties to the dispute must genuinely attempt to resolve the dispute using that process. 2.6.5 An employee who is a party to a dispute must, while the dispute is being resolved: (a) Continue to work in accordance with their contract of employment, unless the employee has a reasonable concern about an imminent risk to their health or safety; and (b) Comply with any reasonable direction given by the employer to perform other available work, either at the same workplace or at another workplace. 2.6.6 In directing an employee to perform other available work, an employer must have regard to: (a) The provisions of the Workplace Health and Safety Act 1995 (Qld) as varied or amended from time to time; and (b) Whether that work is appropriate for the employee to perform.

Disputes Resolution Process. 2.6.1 2.7.1 The parties acknowledge that they must genuinely attempt to resolve any dispute at the workplace level. 2.6.2 2.7.2 The matters to be dealt with in this process will include any grievance or dispute between the parties. 2.6.3 2.7.3 The process in the event of a grievance or dispute are: (a) If an employee has a grievance concerning their employment, they should initially discuss it in person with their immediate supervisor to seek a resolution; (b) If the grievance cannot be satisfactorily resolved by their immediate supervisor the employee, and if requested, their representative and/or supervisor may present the grievance in person or in writing to the appropriate manager who will arrange to discuss the grievance with the employee and/or supervisor concerned; (c) If a matter in dispute cannot be resolved at the workplace level, a party to the dispute may elect to use an alternative dispute resolution process in an attempt to resolve the matter; (d) The alternative dispute resolution process is to be conducted by a dispute resolution provider (DRP) agreed between the parties in dispute. 2.6.4 2.7.4 Where the parties cannot agree on a DRP: (a) A party to the dispute may notify the Australian Industrial Registrar; (b) If the parties cannot agree on who is to conduct the alternative dispute resolution process within the 14 day period provided by the Australian Industrial Registrar, a party to the dispute may apply to the AIRC to have the alternative dispute resolution process conducted by the AIRC; (c) If an alternative dispute resolution process is used to resolve a dispute, the parties to the dispute must genuinely attempt to resolve the dispute using that process. 2.6.5 2.7.5 An employee who is a party to a dispute must, while the dispute is being resolved: (a) Continue to work in accordance with their contract of employment, unless the employee has a reasonable concern about an imminent risk to their health or safety; and (b) Comply with any reasonable direction given by the employer to perform other available work, either at the same workplace or at another workplace. 2.6.6 2.7.6 In directing an employee to perform other available work, an employer must have regard to: (a) The provisions of the Workplace Health and Safety Act 1995 (Qld) as varied or amended from time to time; and (b) Whether that work is appropriate for the employee to perform.

Disputes Resolution Process. 2.6.1 The parties acknowledge that they must genuinely attempt to resolve any dispute at the workplace level. 2.6.2 The matters to be dealt with in this process will include any grievance or dispute between the parties. 2.6.3 The process in the event of a grievance or dispute are: (a) If an employee has a grievance concerning their employment, they should initially discuss it in person with their immediate supervisor to seek a resolution; (b) If the grievance cannot be satisfactorily resolved by their immediate supervisor the employee, and if requested, their representative and/or supervisor may present the grievance in person or in writing to the appropriate manager who will arrange to discuss the grievance with the employee and/or supervisor concerned; (c) If a matter in dispute cannot be resolved at the workplace level, a party to the dispute may elect to use an alternative dispute resolution process in an attempt to resolve the matter; (d) The alternative dispute resolution process is to be conducted by a dispute resolution provider (DRP) agreed between the parties in dispute. 2.6.4 Where the parties cannot agree on a DRP: (a) A party to the dispute may notify the Australian Industrial Registrar; (b) If the parties cannot agree on who is to conduct the alternative dispute resolution process within the 14 day period provided by the Australian Industrial Registrar, a party to the dispute may apply to the AIRC to have the alternative dispute resolution process conducted by the AIRC; (c) If an alternative dispute resolution process is used to resolve a dispute, the parties to the dispute must genuinely attempt to resolve the dispute using that process. 2.6.5 An employee who is a party to a dispute must, while the dispute is being resolved: (a) Continue to work in accordance with their contract of employment, unless the employee has a reasonable concern about an imminent risk to their health or safety; and (b) Comply with any reasonable direction given by the employer to perform other available work, either at the same workplace or at another workplace. 2.6.6 In directing an employee to perform other available work, an employer must have regard to: (a) The provisions of the Workplace Health and Safety Act 1995 (Qld) as varied or amended from time to time; (b) Other legislation applicable to the role; and (bc) Whether that work is appropriate for the employee to perform.