GRIEVANCE AND DISPUTE SETTLING PROCEDURE Clause Samples

GRIEVANCE AND DISPUTE SETTLING PROCEDURE. The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to a single employee or to any number of employees. 2.2.1 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, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure. 2.2.2 If the grievance or dispute is not resolved under clause 2.2.1, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee or the employee's representative. 2.2.3 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 2.2.5. 2.2.4 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.2.2, the matter shall be reported to senior management of the employer or the employer's nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.2.2 will not result in resolution of the dispute. 2.2.5 If, after discussion between the parties, or their nominees mentioned in clause 2.2.4, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Australian Industrial Relations Commission (The Commission) or an agreed private alternative dispute resolution provider with a request to assist conciliation between the parties. 2.2.6 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. 2.2.7 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.2.8 All ...

GRIEVANCE AND DISPUTE SETTLING PROCEDURE. (a) The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to single employee or to any number of employees. (b) In the event that an employee having a grievance or dispute, the employee shall in the first instance attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this part in the procedure. (c) If the grievance or dispute is not resolved under clause 11, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within 24 hours after the request by the employee or the employee's representative. (d) If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next grade of management beyond that of the supervisor concerned. If there is no grade of management beyond that involved in the allegation the employee may proceed directly to the process outlined at sub-clause (e). (e) If the grievance or dispute is still unresolved after discussions listed in sub-clause

GRIEVANCE AND DISPUTE SETTLING PROCEDURE. In the event of any dispute arising in connection with any part of this Agreement the dispute will be processed through the Dispute Settlement Procedure Part 3 in this Agreement. PART 3 - EMPLOYER AND EMPLOYEES' DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTS 3.1 Employment conditions 3.1.1 All terms and conditions of the relevant Award/s that are applicable to the Trainee or would be applicable to the Trainee but for this Award shall apply unless specifically amended by this Award. 3.1.2 A Trainee shall be engaged as a full-time employee for a maximum of one year's duration provided that a Trainee shall be subject to a satisfactory probation period as approved by the Training Recognition Council which may be reduced or extended by the Training Recognition Council on application by the employer or Trainee. By agreement in writing, and with the consent of the Training Recognition Council, the relevant employer and the Trainee may amend the duration of the Traineeship and the extent of Approved Training provided that any agreement to amend is in accordance with the relevant Traineeship Scheme. Where the Trainee completes the minimum training requirements of the Traineeship earlier than the time specified in the Training Contract then the Traineeship may be concluded by in accordance with the provisions of the Training and Employment Act 2000. 3.1.3 The Trainee is permitted to be absent from work without loss of continuity of employment and/or wages to attend the training in accordance with the Training Contract. 3.1.4 Where the employment of a Trainee by an employer is continued after the completion of the Traineeship period, such Traineeship period shall be counted as service for the purposes of any relevant Award or any other legislative entitlements. 3.1.5 A Trainee who fails to either complete the Traineeship or who cannot for any reason be placed in full- time employment with the employer on successful completion of the Traineeship shall not be entitled to any termination, change or redundancy payment or any such like payment.

GRIEVANCE AND DISPUTE SETTLING PROCEDURE. In the event of any dispute arising in connection with any part of this Agreement the dispute will be processed through the Dispute Settlement Procedure Part 3 in this Agreement. PART 3 - EMPLOYER AND EMPLOYEES' DUTIES, EMPLOYMENT RELATIONSHIP AND RELATED ARRANGEMENTS

GRIEVANCE AND DISPUTE SETTLING PROCEDURE. 11.1 If a dispute relates to: (a) a matter arising under the agreement; or (b) the National Employment Standards; this clause sets out procedures to settle the dispute. 11.2 An Employee who is party to the dispute may appoint a representative for the purpose of the procedures in this clause. 11.3 In the first instance, the parties must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and relevant supervisors and/or site management. If the dispute is not resolved at the workplace level within seven days, the matter may be referred to the General Manager People & Culture or Senior Management of Trident by the Employee. 11.4 If the dispute is not resolved within 21 days of referral to the General Manager People & Culture or Senior Management, a party to the dispute may refer the matter to the FWC. 11.5 The FWC may deal with the dispute in two stages: (a) the FWC will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) if the FWC is unable to resolve the dispute at the first stage, the FWC may then: (i) arbitrate the dispute; and

GRIEVANCE AND DISPUTE SETTLING PROCEDURE. 17.1 Any grievance, industrial dispute, or matter likely to create a dispute arising from this Agreement should be dealt with in the following manner: 17.2 The employee (with appropriate employee association or other representative if desired) should discuss any dispute affecting that employee with his/her supervisor. 17.3 If the matter is not resolved in accordance with 17.2 (where relevant the appropriate employee association shall be formally advised of the matter in issue) a conference on the matter will be arranged to be attended by the employee concerned and the employee association or an employee representative and the Secretary of the Joint Parliamentary Service Committee or other Chief Officer and a representative of Public Sector Workforce Relations or such other representative as the Secretary may decide. 17.4 The consultation process as prescribed in 17.2 shall commence within 24 hours of the dispute or likely dispute having been notified or such other period as may be agreed by the parties. 17.5 At any stage in the procedure, after consultation between the parties has taken place in accordance with the procedures, either party may request and be entitled to receive a response to its representatives within a reasonable time as may be agreed upon by the parties. Staff Employed Under the Parliament (Joint Services) Act 1985 Enterprise Agreement 2010 17.6 If the dispute or likely dispute is not resolved or there is undue delay on the part of the any party in responding to the matter, either party may refer the matter to the Industrial Relations Commission of South Australia. Such referral is subject to the provisions of the Parliament (Joint Services) Act 1985.

GRIEVANCE AND DISPUTE SETTLING PROCEDURE. It is recognised that the accreditation and recognition process associated with qualifications will change over time and that many employees may possess overseas or interstate qualifications. It is agreed that the parties to this agreement may require assistance from external bodies such as the Department of Employment and Training and/or the relevant Industry Training Advisory Body and/or Centres of Excellence recognised within the Training and Employment Act 2000 or its successor for assistance. Provided further that no employee shall be disadvantaged in their average ordinary earnings as the result of the introduction of this classification structure.

GRIEVANCE AND DISPUTE SETTLING PROCEDURE. 3.1.1 The matters to be dealt with in this procedure will include: (a) A matter arising out of this Agreement; (b) A matter pertaining to the relationship between Anglicare SQ and employees covered by this Agreement; (c) An industrial matter; or (d) The National Employment Standards. Such procedures will apply to a single employee or to any number of employees. 3.1.2 In the event of an employee having a grievance or dispute the employee will in the first instance attempt to resolve the matter with the immediate supervisor, who will respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure. 3.1.3 If the grievance or dispute is not resolved under clause 3.

GRIEVANCE AND DISPUTE SETTLING PROCEDURE. Refer to appendix A.