Grievance and Disputes Procedures Clause Samples
The Grievance and Disputes Procedures clause establishes a formal process for addressing and resolving complaints or disagreements that arise between parties under an agreement. Typically, it outlines steps such as submitting a written complaint, engaging in internal discussions or mediation, and possibly escalating the matter to arbitration or legal proceedings if initial efforts fail. This clause ensures that conflicts are managed in an orderly and fair manner, helping to prevent misunderstandings from escalating and providing a clear path to resolution.
Grievance and Disputes Procedures. 29.1. If a grievance or dispute relates to:
a) a matter arising under this Enterprise Agreement; or
b) a matter pertaining to the relationship between EnergyAustralia NSW and employees covered by this Enterprise Agreement; or
c) the NES. this clause sets out procedures to settle the grievance or dispute.
29.2. This Enterprise Agreement recognises that employees' grievances should be resolved speedily and effectively with factual-information and without recourse to industrial action.
29.3. It is intended that most issues shall be resolved informally between employees and team leaders by gathering and understanding the facts and by discussion. An employee/s may be assisted by their employee representative in these discussions.
29.4. Except where a genuine safety issue is involved, until the matter is resolved work will continue as normal (which may mean the existing arrangement or an agreed holding arrangement) without interruption and without prejudice to final settlement.
29.5. Employees' grievances and disputes relating to the matters in Clause 29.1 are to be dealt with as follows:
29.5.1. Employees or Union delegates who have a grievance on any issue which is not resolved informally shall then raise the matter with their immediate Team Leader by email or in writing.
29.5.2. The Team Leader/s shall provide the necessary response by email or in writing as soon as possible but no later than 24 hours following the grievance being raised.
29.5.3. If an answer cannot be given within 24 hours, a progress report by email or in writing shall be given at that time.
29.5.4. If the grievance/dispute has not been resolved to the satisfaction of any party, the issue shall be referred by the Team Leader (or Employee/Union Delegate) to the Head of Mount Piper (and, where applicable, other relevant business unit ‘Head of’) or their representative by email or in writing. If the matter involves a team-wide, site-wide or organisation-wide issue, the dispute may progress to this step (29.5.4) immediately.
29.5.5. The Head of Mount Piper or their representative and Union representative shall at the earliest possible time following referral, convene a grievance/dispute meeting which shall attempt to resolve the matter.
a) The meeting should include: Team Leader representative, EnergyAustralia NSW representative, Delegate(s) involved in grievance/dispute, Union official(s) or their representative(s), and optionally the employee(s) involved.
29.5.6. The grievance/dispute shall b...
Grievance and Disputes Procedures. (a) This Enterprise Agreement recognises that employees' grievances should be resolved speedily and effectively with factual information, without recourse to industrial action.
(b) It is intended that most issues shall be resolved informally between employees and team leader/s by gathering and understanding the facts and by discussion. An employee/s may be assisted by their employee representative in these discussions.
(c) Except where a genuine safety issue is involved, until the matter is resolved work will continue as normal (which may mean the existing arrangement or an agreed holding arrangement) without interruption and without prejudice to final settlement.
26.2 Employees' work-related grievances are to be dealt with as follows:
(a) (i) Employees or Union delegates who have a grievance on any issue which is not resolved informally under subclause 26.1 shall then raise the matter with their immediate team leader by email or in writing.
Grievance and Disputes Procedures. It is specifically agreed that in the event any disputes arise out of interpretation or application of this Agreement, the same shall be settled by the means and procedures set out herein. No such grievance or dispute shall be recognized unless called to the attention of one party to the other within 5 (five) working days after the alleged violation was committed.
Grievance and Disputes Procedures. In accordance with those Procedures, such matters may be referred to ACAS for conciliation by either party.
Grievance and Disputes Procedures. Any dispute to the application of the memorandum will be subject to the Dispute Avoidance Procedure contained in Clause 9 of this Agreement.
Grievance and Disputes Procedures. It is specifically agreed that in the event any disputes arise out of interpretation or application of this Agreement, the same shall be settled by the means and procedures set out
Grievance and Disputes Procedures. (a) The objectives of these procedures are the avoidance and resolution of industrial disputation, arising under this Agreement, by measures based on consultation, co-operation and negotiation.
(b) Without prejudice to either party, the parties to this Agreement shall ensure the continuation of work in accordance with the Award, this Agreement and custom and practice at Christian Brothers.
(i) In the event of any matter arising under this Agreement, which is of concern or interest, the employees shall discuss this matter with the Co-ordinator or his/her nominee.
(ii) If this matter is not resolved at this level, the employees may refer this matter to the Union who will discuss the matter with the Director or his/her nominee.
(iii) If the matter remains unresolved, it may be referred to the General Secretary of the relevant Union or his/her nominee and the Executive Director of Catholic Commission for Employment Relations or his/her nominee for discussion and appropriate action.
(iv) If the matter cannot be resolved at this level it may be referred to the Industrial Relations Commission of New South Wales
Grievance and Disputes Procedures. See clause 30, Grievance and Disputes Procedures, of the Local Government (State)
Grievance and Disputes Procedures. See clause 30, Grievance and Disputes Procedures, of the Local Government (State) Award 2004
Grievance and Disputes Procedures. 27.1 This Agreement recognises that employees’ grievances should be resolved speedily and effectively without recourse to industrial action. It is intended that most issues will be resolved informally between employees and supervisors.
27.2 Employees’ work related grievances are to be dealt with as follows:
(a) Employees or Union delegates who have a grievance on any issue shall firstly raise the matter with their immediate supervisor(s).
(b) The supervisor(s) shall provide the necessary response as soon as possible but no later than 24 hours following the grievance being raised.
(c) If an answer cannot be given within 24 hours a progress report will be given at that time.
(d) When the grievance has not been resolved to the satisfaction of any party, the issue will be referred to an Industrial Officer, or where there is no Industrial Officer available to another senior representative of management.
(e) The Industrial Officer, or management representative, and union representative will at the earliest possible time following referral, convene a grievance meeting which will attempt to resolve the matter. The meeting should include: - Supervisor Representative - Management Representative - Delegate involved in grievance - Union Official(s) or their representative
(f) The grievance will be discussed at the meeting with a view to achieving agreement or resolution.
(g) Until the matter is resolved by the committee as detailed above, except where a genuine safety issue is involved or the matter is contained in this Agreement, the conditions that applied prior to the dispute will remain, without interruption and without prejudice to final settlement. Matters contained in this Agreement will prevail.
(h) If the matter is not settled then either:
(i) It shall then be referred to Unions NSW for their attention so as to provide conferences of all parties with a view to reaching a solution; or
(ii) If agreement cannot be reached on the matter through foregoing procedure, it may then be submitted to the Industrial Relations Commission of New South Wales.