Disputes Settling Procedures Sample Clauses

Disputes Settling Procedures. 52.1 This dispute resolution process applies to disputes relating to any matter concerning the operation, interpretation or implementation of this Agreement and the National Employment Standards (a "dispute"). 52.2 A dispute may be between an employee and the University or between the union and the University, and these procedures may be instigated by the University, a union or an employee. A union may be involved in these procedures if requested to act by an employee directly affected by the dispute. It is agreed that the Parties to this Agreement and all employees have an interest in the proper and timely resolution of disputes. 52.3 Where a dispute arises, in the first instance the parties to the dispute will attempt to resolve it directly with the employee's supervisor, if appropriate. Alternatively, initial resolution of the dispute should be attempted with the appropriate University line manager. 52.4 If a dispute remains unresolved three (3) days after an attempt to resolve the matter at sub-clause 52.3 has been made, the dispute may be referred to the Director, Workplace Relations in writing in a further attempt to resolve the dispute. 52.5 The parties to the dispute must co-operate to ensure that the resolution procedures are carried out as quickly as is reasonably possible. In order to achieve an efficient resolution of the dispute, the processes referred to in sub-clauses 52.3 and 52.4 will be deemed completed after ten (10) working days, unless otherwise agreed in writing between the parties. 52.6 Throughout this process an employee may choose to be assisted or represented by their union or other representative of their choice. For the purposes of this clause, such a representative shall not include a practicing solicitor or barrister in private practice. 52.7 Should the dispute not be resolved after completing the processes referred to in sub-clauses 52.3 to 52.5, the matter may be referred by a party to the dispute, to the Fair Work Commission (FWC) for resolution. 52.8 The FWC may resolve the dispute by the processes of conciliation and/or arbitration. The parties agree to be bound by and implement any order, decision or recommendation of the FWC, subject to any legal right of appeal. 52.9 Until the procedures referred to above have been completed, and in order to achieve an efficient resolution of the dispute: (i) work shall continue in the normal manner; (ii) no industrial action shall be taken by the union or the University; and (iii) the...
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Disputes Settling Procedures. 6.1 Where a dispute arises regarding the interpretation or application of any provision of this Agreement, or the actions of either party in relation to the operation of this Agreement, the procedures set out in this clause will be followed. 6.2 In the first instance the teacher and employer will attempt to resolve the matter. 6.3 If the matter is not resolved at this level, the teacher may refer the matter to the IEU who will discuss the matter with the employer or his/her nominee. 6.4 Where the procedures set out in 6.2 and 6.3 have failed to resolve a dispute, either party to this Agreement may refer the matter to the Industrial Relations Commission for resolution. 6.5 Pending the outcome of the procedures contained in this clause, normal work will continue and neither party to this Agreement will take any action to aggravate the matter in dispute.
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Disputes Settling Procedures. Where a dispute arises regarding the interpretation or application of any provision of this Agreement, or the actions of either party in relation to the operation of this Agreement, the procedures set out in this clause will be followed.
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Disputes Settling Procedures. 12.1 Resolution of disputes and grievances 12.1.1 Unless otherwise provided for in this Agreement, a dispute or grievance about a matter arising under this Agreement, other than termination of employment, must be dealt with in accordance with this clause. 12.1.2 This clause does not apply to any dispute on a matter or matters arising in the course of bargaining in relation to a proposed workplace agreement. 12.1.3 A party to a dispute or grievance may choose to be represented at any stage by a representative, including a union representative or Employer’s organisation.
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Disputes Settling Procedures. S6.10 Dispute settlement over traineeship schemes S6.11 Part-time traineeships Sect. A Allocation of Traineeships to Wage Levels Sect. B Traineeship Schemes excluded from this Agreement Clause S6.3 Application S6.3.1 This Schedule shall apply to persons: I. who are undertaking a traineeship (as defined); and II. whose employment is, or otherwise would be, covered by the Agreement. S6.3.2 This Schedule does not apply to the apprenticeship system or any training programme, which applies to the same occupation and achieves essentially the same training outcome as an existing apprenticeship in an Agreement as at 25 June 1997. S6.3.3 This Schedule only applies to AQF IV traineeships when the AQF III traineeship in the training package is listed in Section A. Further, this Schedule also does not apply to any certificate IV training qualification that is an extension of the competencies acquired under a certificate III qualification, which is excluded from this Schedule due to the operation of this clause S6.3.2. S6.3.4 At the conclusion of the traineeship, this Schedule ceases to apply to the employment of the trainee and the Agreement shall apply to the former trainee. S6.3.5 Nothing in this Schedule shall be taken to replace the prescription of training requirements in the Agreement.
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Disputes Settling Procedures. In the event of a dispute arising in relation to these Guidelines every endeavour shall be made to amicably settle the same by direct negotiations and consultation between the parties. To facilitate the settlement of any such dispute Appendix # 6 - Dispute Settling & Grievance Resolution shall apply.
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Disputes Settling Procedures. 18.1 Where a dispute arises regarding the interpretation or application of any provision of this Agreement, or the actions of either party in relation to the operation of this Agreement, the procedures set out in this clause will be followed. 18.2 In the first instance an accredited representative of the IEU and a representative of NewSouth Global Pty Limited will attempt to resolve the matter. 18.3 Where a dispute is not resolved under subclause 18.2 above, it may be referred to a disputes committee comprising not more than two (2) representatives each of the IEU and NewSouth Global Pty Limited, and the committee will attempt to resolve the matter. 18.4 Where the procedures set out in 18.2 and 18.3 have failed to resolve a dispute, either party to this Agreement may refer the matter to the Industrial Relations Commission of New South Wales for resolution. 18.5 Pending the outcome of the procedures contained in this clause, normal work will continue and neither party to this Agreement will take any action to aggravate the matter in dispute.
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Disputes Settling Procedures. Part 3—Employment relationship and related matters 8.
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Disputes Settling Procedures 
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Related to Disputes Settling Procedures

  • Closing Procedures Subject to satisfaction or waiver by the relevant Party of the conditions of Closing, on the Closing Date, the Sellers shall deliver actual possession of the Purchased Interest to the Purchaser and upon such delivery the Purchaser shall pay and issue the Purchase Price in accordance with Section 2.3.

  • Billing Procedures The Supporting Party will bill the Protecting Party for actual costs incurred for Assistance by Hire. Reimbursements will be limited to the provisions of the Agreement and the applicable OP, regardless of whether or not it is authorized on the Resource Order or other documentation produced by the incident. Reimbursable costs may include transportation, salary, overtime, per diem and other approved expenses of supporting agency personnel. Rates and conditions of use for the equipment and personnel are documented in the OP. Parties shall submit a bill within 90 days of the incident. Parties must use their own invoice form for billing under this Agreement to avoid any confusion with other services that may have been ordered under other agreements. Invoices must identify Supporting Party’s name, address, and Taxpayer Identification Number (Department only), fire name, order and request number, and bill number and amount. Invoice supporting documentation must include description of services performed, period of services performed, and any applicable cost share agreements. Supporting documentation will itemize details of billing, listing personnel, equipment, travel and per diem, aircraft, supplies and purchases as approved in the attached OP. It will also include itemized deductions for maintenance and repair of equipment. Department invoices will include “Record of Activities” (FSLA-5) and U.S. Forest Service invoices will include transaction register. Invoices for services under this agreement must be sent to: ▇▇▇▇▇ ▇▇▇▇▇▇▇, FFMO ▇▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇▇, ▇▇ ▇▇▇▇▇ Telephone: ▇▇▇-▇▇▇-▇▇▇▇ FAX: ▇▇▇-▇▇▇-▇▇▇▇ Email: ▇▇▇▇▇▇▇▇@▇▇.▇▇▇.▇▇ ▇▇▇ ▇▇▇▇▇▇▇▇, FIRE CHIEF ▇.▇. ▇▇▇ ▇▇▇ ▇▇▇▇▇▇▇, ▇▇ ▇▇▇▇▇ Telephone: ▇▇▇-▇▇▇-▇▇▇▇ FAX: ▇▇▇-▇▇▇-▇▇▇▇ Email: ▇▇▇▇▇▇▇▇▇▇▇.▇▇▇▇@▇▇▇▇▇▇▇▇.▇▇▇ All bills will have a payment due date 30 days upon receipt. Contested ▇▇▇▇▇▇▇▇: Written notice that a bill is contested will be mailed to the Party within 30 days of receipt of the invoice and will fully explain the contested items. Contested items should be resolved no later than 60 days following receipt of the written notice. Parties are responsible for facilitating resolution of contested ▇▇▇▇▇▇▇▇. Billing requirements and rates are documented in the attached OP.

  • Dispute Settlement Procedures The objectives of this procedure is to promote the prompt resolution of grievances by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplace. a) In relation to any matter that may be in dispute, except matters relating to the actual or threatened termination of your employment, the parties to the dispute must firstly attempt to resolve the dispute at the workplace level, by: i) you and your supervisor meeting and conferring on the matter; and if the matter is not resolved at such a meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and ii) acknowledging the right of either party to appoint, in writing, another person to act on their behalf in relation to resolving the matter at the workplace level; and iii) agreeing to allow either party to refer the matter to mediation or other alternative dispute resolution process to be conducted by a person agreed between the parties in dispute on the matter; iv) agreeing that if either party refers the matter to alternative dispute resolution both parties will participate in the alternative dispute resolution in good faith; and v) agreeing that during the time when the parties attempt to resolve the matter: - the parties continue to work in accordance with their contract of employment unless you have a reasonable concern about an imminent risk to your health or safety; and - subject to relevant provisions of any state or territory occupational health and safety law, you must not unreasonably fail to comply with a direction by us to perform work, whether at the same workplace or another workplace, that is safe and appropriate for you to perform; and - the parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible. b) The parties to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the Industrial Registrar. In this case, the Industrial Registrar will provide the parties with information about options to resolve the dispute.

  • Hearing Procedures The hearing shall be held at the earliest convenient date, taking into consideration the established schedule of the Board or hearing officer and the availability of the CSEA representative, counsel and witnesses. The parties shall be notified of the time and place of the hearing after ensuring availability of all necessary parties. The employee shall be entitled to appear personally, produce evidence, and have CSEA representation. The employee shall be entitled to a public hearing if he/she demands it when the Board is hearing the appeal. 18.12.1 The complainant may also be represented by counsel. The procedure entitled "Administrative Adjudication" commencing with Government Code 11500 shall not apply to any such hearing before the Board or a hearing officer. Neither the Board nor a hearing officer shall be bound by rules of evidence used in California courts. Informality in any such hearing shall not invalidate any order or decision made or approved by the hearing officer or the Board. 18.12.2 All hearings shall be heard by a hearing officer (who shall be an attorney licensed in the State of California) except in those cases where the Board determines to hear the appeal itself. In any case in which the Board hears the appeal, the Board may use the services of its counsel or a hearing officer in ruling upon procedural questions, objections to evidence, and issues of law. However, the Board must employ separate counsel from the one presenting the case for the complainant. 18.12.3 If the appeal is heard by the Board, the Board shall affirm, modify or revoke the recommended personnel action. 18.12.4 If the appeal is heard by a hearing officer, he/she shall prepare a proposed decision in a form that may be adopted by the Board as the decision in the case. A copy of the proposed decision shall be received and filed by the Board and furnished to each party within ten days after the proposed decision is filed by the Board. After furnishing the proposed decision to each party, the Board may: 18.1.4.1 Adopt the proposed decision in its entirety. 18.1.4.2 Reduce the personnel action set forth in the proposed decision and adopt the balance of the proposed decision. 18.1.4.3 Reject a proposed reduction in personnel action, approve the disciplinary action sought by the complainant or any lesser penalty, and adopt the balance of the proposed decision. 18.1.4.4 Reject the proposed decision in its entirety. 18.12.5 If the Board rejects the proposed decision in its entirety, each party shall be notified of such action and the Board may decide the case upon the record including the transcript, with or without the taking of additional evidence, or may refer the case to the same or another hearing officer to take additional evidence. If the case is so assigned to a hearing officer, he/she shall prepare a proposed decision, as provided in item Section 18.12.4 above, upon the additional evidence and the transcript and other papers which are part of the record of the prior hearing. A copy of this proposed decision shall be furnished to each party within 10 days after the proposed decision is filed by the Board. 18.12.6 In arriving at a decision or a proposed decision on the propriety of the proposed disciplinary action, the Board or the hearing officer may consider the records of any prior disciplinary action proceedings against the employee in which a disciplinary action was ultimately sustained and any records that were contained in the employee's personnel files and introduced into evidence at the hearing.

  • NEGOTIATING PROCEDURES (1) The District and RAP shall negotiate in a good faith effort to reach agreement over the establishment or modification of policies dealing with the salaries, terms or conditions of work and matters related thereto. Any agreement so negotiated shall apply to all paraprofessionals employed in the City School District of Rochester, New York regardless of membership or lack thereof in the organization. The District and RAP shall each appoint a negotiating committee to act on its behalf. (2) The District agrees to furnish to the negotiating committees in accordance with their reasonable request, all necessary information concerning financial resources of the District, tentative budgetary requirements and allocations, and such other information as will assist the negotiating committees in developing intelligent, accurate and constructive programs on behalf of the paraprofessionals. (3) Meetings of the negotiating committees may be initiated at the written request of either party, but not later than the first Friday in February when school is in session of any year when negotiations shall take place. The parties shall arrange for a mutually satisfactory time and place for an initial meeting within a reasonable time thereafter. All subject matters to be negotiated shall be submitted on that date. (4) If joint meetings of the negotiating committees are scheduled during the school day, members of the committees shall be released from their regular duties without loss of pay. (5) Either party may utilize the services of consultants in negotiating meetings and may call upon competent professional and lay representatives to consider matters under discussion and to make suggestions. (6) Agreements reached by the negotiating committees shall be submitted in writing to the District and RAP for ratification. (7) Upon ratification, the Agreement shall be signed by the Superintendent of Schools and the RAP President. (8) Should an impasse develop in the course of negotiations, the parties agree to utilize the impasse procedures of Section 209 of the Public Employees' Fair Employment Act.