Grievance/Dispute Settlement Procedure Sample Clauses
A Grievance/Dispute Settlement Procedure clause establishes a formal process for resolving disagreements or complaints that arise between parties under an agreement. Typically, this clause outlines the steps to be followed, such as submitting a written complaint, engaging in negotiation or mediation, and, if necessary, proceeding to arbitration or litigation. By providing a clear and structured method for addressing disputes, this clause helps prevent escalation, ensures fairness, and promotes efficient resolution of conflicts.
Grievance/Dispute Settlement Procedure. A formalised grievance/dispute resolution process is available to all employees to ensure they are treated fairly and equitably. It is the aim of both parties to ensure that grievances/disputes are resolved as quickly as possible and as close to the source of the grievance/dispute as possible.
(a) Employee(s) should, in the first instance, seek to resolve any grievance/dispute amicably. If still unresolved inform immediate supervisor who should seek to resolve any grievance/dispute with the employee(s) concerned. If the employee and supervisor are unable to resolve the grievance/dispute, the matter shall be referred to the next level of management.
(b) If the matter is not resolved at Stage 1, the employee(s) may report the issue to their nominated representative. Where the grievance/dispute is proceeded with, the nominated representative and the employee(s) will discuss the issue with the employee’s Manager in order to seek resolution.
(c) If not resolved at Stage 2 the issue will be referred to the Australian Industrial Relations Commission for conciliation and arbitration.
(d) Either party can be represented in the Australian Industrial Relations Commission
(e) Whilst the above process is being undertaken, work shall continue as normal.
Grievance/Dispute Settlement Procedure. 1. The purpose of the grievance procedure is to resolve all normal work related problems that may arise as quickly as possible. Parties should always confer in good faith and without delay.
2. Management always stands ready to discuss matters that concern employees.
3. When a problem concern or grievance arises, the Departmental Supervisor is the first contact. The supervisor is best placed to understand the employees problems.
4. It is supervisors and management’s obligation to reply to all matters raised by employees either with an answer or to advise that more time is required.
5. Following the grievance procedure" means that if the matter is not settled with the Supervisor, then the employee and/or union delegate can ask the Supervisor to refer the matter to the next higher authority, and so on up to the level of authority as in the procedure illustrated.
6. At any stage, depending on the seriousness of the matter, management may call the employees together to fully discuss the matter. The employees also through their Supervisor, can request a meeting with management for the same reason. This type of meeting would be on paid time.
7. Provided the formal grievance procedure is followed then the existing agreement for paid union meetings will be honoured.
8. Certain other meetings may be paid for example where employees are to hear a report back from a union, depending upon circumstances and relating only to ‘domestic’ issues already under discussion.
9. While any grievance or disagreement is being discussed as above all employees should remain on the job and work normally.
10. If employees decide to hold a stop work meeting on their own they will not be paid for the time lost.
11. It is recognised that all parties have the common interest ‘to satisfy the customer at all times’.
Grievance/Dispute Settlement Procedure. Any grievance, industrial dispute or matter likely to create a dispute is to be dealt with in accordance with the manner set out hereunder:
2.2.1 The parties to the Agreement are obliged to make every endeavour to facilitate the effective functioning of these procedures.
Grievance/Dispute Settlement Procedure. Any grievance, industrial dispute or matter likely to create a dispute is to be dealt with in accordance with the manner set out hereunder:
2.2.1 The parties to the Agreement are obliged to make every endeavour to facilitate the effective functioning of these procedures.
2.2.2 The parties or their representative(s) will make themselves available for consultation as required under these procedures.
2.2.3 The employee or employee representative should discuss any matter affecting an employee with the current manager of the patient care area in which the grievance, dispute or likely dispute exists.
2.2.4 If the matter is not resolved at this level, the employee or employee representative should ask for it to be referred to an appropriate manager who will arrange a conference to discuss the matter.
2.2.5 The consultation process as described in 2.2.4 will be commenced within 24 hours of the grievance, dispute or likely dispute having been indicated, or within such longer or shorter time as may be agreed by the parties.
2.2.6 If a matter cannot be resolved using the above procedures, the parties should enter into consultation at a higher level on both sides, as the parties consider appropriate. At this level of consultation officers of the DHW or DHS, and Industrial Relations and Policy, Attorney-General’s Department, as appropriate, may be involved.
2.2.7 At any stage in the procedures after consultation between the parties has taken place in accordance with the procedure, either party may request and be entitled to receive a response to its representations within a reasonable time as may be agreed upon by the parties.
2.2.8 If the grievance, dispute or likely dispute is not resolved in accordance with these procedures either party may refer the matter to the SAET for conciliation or in the event that conciliation fails to fully resolve the matter for determination, the SAET may then:
(i) Arbitrate the dispute; and
(ii) Make a determination that is binding on the parties to the dispute. Note: If the SAET arbitrates a dispute, it may also use the powers that are available to it under the Fair Work ▇▇▇ ▇▇▇▇ (SA). A decision that the SAET makes when arbitrating a dispute is agreed by the parties as being appealable.
2.2.9 Without prejudice to either party, and except where a bona fide health and safety issue is involved, work should continue on a status quo basis while the matters in dispute are being dealt with in accordance with these procedures. On a status qu...
Grievance/Dispute Settlement Procedure. 31.1 In the event of a dispute between the Employer and an employee or employees, the following procedures shall apply.
Grievance/Dispute Settlement Procedure.
1.8.1 Effective communication between employees and management is a prerequisite to good industrial relations. The following procedure is set down to ensure any Grievance or Dispute may be resolved quickly to maintain efficient and sound working relationships.
1.8.2 For the purpose of this Clause 1.8, ‘Grievance/Dispute’ means a Grievance or Dispute arising between Council and its employee(s) in relation to this Agreement or an industrial relations matter. In the event that a Grievance/Dispute arises, the following procedure shall be applied:
Step 1 Any employee/s with a Grievance/Dispute will promptly raise the matter/s with their immediate supervisor. In order to resolve the matter at the earliest opportunity, the Supervisor will conduct a meeting with the employee/s to discuss the Grievance/Dispute within one (1) working day. The employee/s may request union representation or a nominated support person.
Step 2 If the Grievance/Dispute is not resolved at step 1 , the employee/s shall discuss the matter/s at issue with the next higher level of management in an attempt to resolve the Grievance/Dispute. The employee/s may request union representation or a nominated support person. This should occur within two (2) working days of the finalisation of step
1. Should the Grievance/Dispute remain unresolved at step 2, progression to the next higher level of management shall occur.
Step 3 If the Grievance/Dispute remains unresolved, it shall then be referred to the CEO or delegate who will attempt to facilitate a resolution with the employee/s. The employee/s may request union representation or a nominated support person. This should occur within seven (7) working days of the finalisation of step 2, where practicable.
Step 4 If, after the above steps the Grievance/Dispute remains unresolved, the dispute may be referred by either party to the Queensland Industrial Relations Commission (QIRC) for conciliation and if it remains unresolved either party may utilise the QIRC’s arbitration provisions, subject to the QIRC having jurisdiction to deal with the matter. The parties agree that any arbitrated decision by the QIRC will be binding on all parties to the dispute, subject to the parties’ rights of appeal under the relevant legislation.
Grievance/Dispute Settlement Procedure. 29.1 This procedure shall conform to the requirements of Part 13 the Act.
29.2 The following procedure shall be implemented to:
(a) deal with any question, dispute or difficulty arising from the interpretation, application or operation of this Agreement; or
(b) deal with any other dispute or difficulty arising between the Company and its employees of an industrial nature and shall aim to settle any such matter to the satisfaction of both the Company and its employees.
29.3 The grievance and dispute settlement procedure shall operate in the following manner:
(a) Work shall continue without any industrial action or other sanctions during the operation of the procedure. It is agreed that the status quo of any grievance or matter in dispute shall remain until a final resolution is reached. Such resolution may, if necessary, be reached by arbitration.
(b) The grievance or difficulty in the first instance shall be discussed between the employee or employees raising such matter with the immediate supervisor and shall aim to settle any such matter to the satisfaction of both the Company and its employees.
(c) If the discussions are unsuccessful at this stage, the matter may then be referred to more senior management (which may include representatives from the Human Resources Department).
(d) All parties to a grievance or dispute reserve the right to involve a representative of their choice which may include an SDA delegate during any stage of the procedure. Should the matter remain unresolved at the conclusion of paragraphs (a), (b) and (c) of this subclause then either party may notify any of the following members of the Australian Industrial Relations Commission: Commissioner ▇▇▇▇▇▇▇▇▇▇, Commissioner ▇▇▇▇▇▇ and Commissioner Cargill, who may resolve the matter by conciliation or Arbitration.
(e) For the avoidance of any doubt only the nominated member or members are empowered to resolve disputes. Any Arbitrated decision will be final and both parties agree to be bound by the outcome.
29.4 While reasonable time limits shall be allowed for the satisfactory resolution of the matter(s) in dispute, the matter shall be dealt with as quickly as time will allow, based on the urgency of the matter.
Grievance/Dispute Settlement Procedure. 34.1 Regular discussions shall take place between the employer and employees to identify and alleviate any concerns which may lead to a dispute.
34.2 Where a complaint, grievance or claim arises, it should be settled wherever possible at the workplace.
34.3 At all stages in this procedure, an employee may request representation, which includes union representation. If such a request is made, that representation shall not be refused or prevented.
34.4 In the first instance the matter should be referred to the employee’s immediate supervisor who will discuss the matter with the employee(s) concerned.
34.5 If agreement is not reached at this level, the matter may be referred to the Divisional Manager who will convene a meeting with the employee(s) concerned to further discuss the matter.
34.6 If agreement is not reached at this level the matter may be referred to the Company Manager who will convene a meeting with the employee(s) concerned and the CEPU, if the employee so requests, to further discuss the matter.
34.7 In the absence of agreement, either party to the dispute may refer the matter to Fair Work Australia (FWA) for resolution by way of conciliation.
34.8 If the conciliation process with FWA fails to resolve the dispute either party may refer the matter to Fair Work Australia for arbitration.
34.9 In conciliating or arbitrating a matter under this procedure, Fair Work Australia may exercise such procedural and other powers in relation to conferences, hearings, witnesses, evidence and submissions as are necessary to make the conciliation and/or arbitration effective.
34.10 Whilst the above procedure is being affected the status quo prior to the event causing the dispute should remain and work should continue as normal unless the employee has a reasonable concern about an imminent risk to their health and safety subject to the relevant provisions of the Workplace Health and Safety Act, 1995 Tas and the Fair Work Act 2009 (or any successor Act).
34.11 The parties to this agreement agree to be legally bound by the decision of Fair Work Australia.
34.12 Any outcome determined by a third party in connection with a dispute covered by the Australian Government’s National Code of Practice for the Construction Industry (NCPCI) cannot be inconsistent with the NCPCI and the Australian Government’s Implementation Guidelines or inconsistent with legislative obligations.
34.13 Will apply to disputes about any matters arising under the agreement and in relation to ...
Grievance/Dispute Settlement Procedure a) Where a complaint, grievance or claim arises, it should be settled wherever possible at the workplace.
b) In the first instance the dispute should be referred to the employee's immediate supervisor, who will discuss the matter with the employee(s) concerned. A private meeting will be arranged at a mutually convenient time between the supervisor and the employee to discuss the problem.
c) Should the problem remain unresolved, a further meeting between the supervisor and will be held. The employee concerned may elect to appoint a representative to assist them at the meeting.
d) If the matter cannot be resolved the employer shall advise the employees of their right to be represented.
e) The employer will convene a meeting of the employee(s) and their representative without delay, to discuss the problem.
f) In the event that the problem remains unresolved, either party may refer the matter to the Australian Industrial Relations Commission for resolution.
g) Whilst the above procedure is being followed work should continue normally.
Grievance/Dispute Settlement Procedure. The Grievance procedure in this Agreement shall apply to any disputes which affect the Committee.