GRIEVANCE AND DISPUTE RESOLUTION PROCEDURE Clause Samples

GRIEVANCE AND DISPUTE RESOLUTION PROCEDURE. If a dispute arises about this Agreement, the NES (including subsections 65(5) or 76(4)), or any other work-related matter (including a dispute about whether a workplace right have been breached), the parties to the dispute will attempt to resolve the dispute at the workplace level. In resolving a dispute, the FWC may deal with the dispute using all the procedures available to it under the Act and may attempt to settle the dispute by conciliation or mediation or, where the parties agree, a recommendation or expression of opinion by the FWC. If the dispute remains unresolved, the FWC may settle the dispute by arbitration. Union members are entitled to be represented by their Union at every stage of this process. Employees who are not Union members may also choose to be represented. Each party shall recognise the other’s representative for all purposes involved with the resolution of the dispute. The parties to the dispute and their representatives must act in good faith in relation to the dispute. While the dispute is being resolved, the parties will respect the status quo. However, the Employer may direct an Employee to perform different work or work at a different location, on full pay, if it is reasonable to do so to protect the safety, health or welfare of Employees. In any event, any resolution of a dispute under clause 16 by the FWC will not be inconsistent with legislative obligation(s) or any other applicable Code(s) or Regulation(s).

GRIEVANCE AND DISPUTE RESOLUTION PROCEDURE. 2.5.1 The object of this Clause is to encourage the Employer and Employees who are parties to a dispute to genuinely attempt to resolve it at the workplace level. 2.5.2 In the event of an Employee having a grievance or dispute, the Employee shall in the first instance attempt to resolve the matter with the immediate supervisor. 2.5.3 If the grievance or dispute is still unresolved after discussion as required in Sub-clause (2) hereof, the Employee may refer the matter to the manager for discussion and resolution. 2.5.4 Failure to achieve resolution at this stage and all previous avenues for discussion have been exhausted, a party to the dispute may:- (i) apply to have either the Model Dispute Resolution Process in Part 13 of the Workplace Relations Act 1996 adopted, or (ii) apply to the Commission to have an alternative dispute resolution process conducted by the Commission in relation to a matter or matters in dispute if: (a) the dispute is one that may be resolved using the model dispute resolution process; and (b) the parties to the dispute on the matter or matters have been unable to resolve the dispute at the workplace level.

GRIEVANCE AND DISPUTE RESOLUTION PROCEDURE. If a dispute arises about this Agreement, the NES (including subsections 65(5) or 76(4)), or any other work-related matter (including a dispute about whether a workplace right have been breached), the parties to the dispute will attempt to resolve the dispute at the workplace level. If the matter cannot be resolved, a party may refer the dispute to the FWC for resolution. In resolving a dispute, the FWC may deal with the dispute using all the procedures available to it under the Act and may attempt to settle the dispute by conciliation or mediation or, where the parties agree, a recommendation or expression of opinion by the FWC. If the dispute remains unresolved, the FWC may settle the dispute by arbitration. Union members are entitled to be represented by their Union at every stage of this process. Employees who are not Union members may also choose to be represented. Each party shall recognise the other’s representative for all purposes involved with the resolution of the dispute. The parties to the dispute and their representatives must act in good faith in relation to the dispute. While the dispute is being resolved, the parties will respect the status quo. However, the Employer may direct an Employee to perform different work or work at a different location, on full pay, if it is reasonable to do so to protect the safety, health or welfare of Employees. The parties will be bound by any decision made by the FWC, subject to subclause 16.8. In any event, any resolution of a dispute under this clause by the FWC will not be inconsistent with legislative obligation(s) or any other applicable Code(s) or Regulation(s).

GRIEVANCE AND DISPUTE RESOLUTION PROCEDURE. 12.1 The procedure provides for a mechanism to resolve disputes or grievances raised by the relevant employee regarding a term or condition of this agreement. 12.2 The stages of the grievance procedure; (i) the relevant employee will raise the dispute with the immediate supervisor, who will seek to resolve the dispute; (ii) if the dispute cannot be resolved at that level it will be elevated to senior management level to resolve the dispute with the relevant employee. (iii) If a dispute in relation to a matter arising under the agreement is unable to be resolved at the workplace, and all agreed steps for resolving it have been taken, the dispute may be referred to the Australian Industrial Relations Commission for resolution by mediation.

GRIEVANCE AND DISPUTE RESOLUTION PROCEDURE. ‌ This grievance procedure is applicable to represented employees in Unit U31.

GRIEVANCE AND DISPUTE RESOLUTION PROCEDURE. 14.1 The parties agree that in the event a dispute or grievance arises out of this Contract it will be dealt with by the matter first being discussed by the Executive and the Employer. The parties will endeavour to resolve the problem to the mutual satisfaction of both. 14.2 If the matter is not resolved, the Executive may seek to appoint an external party, acceptable to both the employer and the Executive, to consider the matter and make a recommendation to the Board.

GRIEVANCE AND DISPUTE RESOLUTION PROCEDURE. Anti-Discrimination

GRIEVANCE AND DISPUTE RESOLUTION PROCEDURE. The following steps must take place within seven days of the date of notification of the grievance (Health and safety matters are exempt from this clause): STEP 1 The Nurse shall first attempt to resolve the grievance themselves through their immediate Supervisor. They can raise their grievance verbally or in writing. The Nurse can seek advice from anyone they wish about the issue and may request the assistance and advice of any outside party. A Nurse may be accompanied at a meeting at this stage by a support person. The Supervisor should do their best to resolve the matter to the Nurse’s satisfaction. STEP 2 If the Nurse is not satisfied with the Supervisor’s action to fix the matter, the grievance will be considered unresolved. If this is the case, the matter must be immediately referred to the Surgery Manager. The Nurse can seek advice from anyone they wish about the issue and may request the assistance and advice of any outside party. The Nurse will need to meet with the Surgery Manager and the Nurse may be accompanied at this meeting by a support person. The Surgery Manager will do their best to resolve the matter to the Nurse’s satisfaction. STEP 3 If the Nurse is not satisfied with the Surgery Manager’s action to fix the matter, the grievance will be considered unresolved. If this is the case, the matter must be immediately referred to Senior Management at Head Office by the Surgery Manager. The Nurse can seek advice from anyone they wish about the issue and may request the assistance and advice of any outside party. The Nurse will need to meet with Senior Management and the Nurse may be accompanied at this meeting by a support person. The Senior Management should do their best to resolve the matter to the Nurse’s satisfaction. STEP 4 If the Nurse is still not satisfied, the Nurse may seek assistance through Fair Work Australia for conciliation and/or mediation, but not arbitration. Until the grievance is resolved, work will continue normally according to the custom or practice existing before the grievance arose.

GRIEVANCE AND DISPUTE RESOLUTION PROCEDURE. The parties agree that they endeavour to support an atmosphere in which employees feel free to make complaints in the knowledge that they will be dealt with sympathetically. It is essential that matters be investigated until the seriousness or otherwise is established and complainant is satisfied with the investigation. A “grievance” is defined as a concern or complaint about a workplace issue raised by an employee or group of employees. It does not include disciplinary or performance management action taken by the Company under clause 17 or 18. The following sequence will be followed to resolve a grievance or dispute, in accordance with Company procedures and guidelines. Step 1 Where assistance is required to resolve a matter, the employee and the employee’s supervisor, or the next level of supervisor or manager as appropriate, should address the grievance or dispute in the first instance. Step 2 If the matter is not resolved through this process it will be referred to more senior levels of management up to the General Manager. Step 3 If the matter is not resolved through this process, or if the complaint lies against the General Manager, it will be referred to the Committee of Management through the Chairperson. Step 4 If a grievance or dispute remains unresolved, and as a last resort, either party retains the right to refer the matter for mediation. Both parties agree to participate in the mediation process in good faith; and acknowledge the right of either party to appoint in writing, another person to act on their behalf during the mediation process.