GRIEVANCE/DISPUTES PROCEDURE Clause Samples

The Grievance/Disputes Procedure clause establishes a formal process for addressing and resolving complaints or disagreements that arise between the parties during the course of their relationship. Typically, this clause outlines the steps that must be followed, such as submitting a written complaint, engaging in good faith discussions, and possibly escalating the matter to mediation or arbitration if initial efforts fail. Its core practical function is to provide a clear, structured method for resolving conflicts, thereby minimizing disruption and reducing the likelihood of costly litigation.
GRIEVANCE/DISPUTES PROCEDURE. A major objective of this Agreement is to reduce, by a significant and measurable amount, the incidence of lost time and/or production arising out of disputes or grievances. It is agreed that a relationship which is based on a commitment to close consultation and co-operation, and working through effective disputes prevention and settlement procedures, is the most effective way of achieving this objective. Accordingly, it is agreed that the following procedures will be strictly adhered to at all times: 2.3.1 Any grievance or dispute arising out of the implementation or operation of the provisions of this Agreement will in the first instance be referred by the employee(s) concerned or by a duly nominated representative of the employee(s) concerned, to the appropriate supervisor / manager who will endeavour to resolve the issue by consultation and co-operation. 2.3.2 Either party has the right to request another person to act on behalf of the party in relation to resolving the matter at the workplace level. 2.3.3 Work will continue without interruption whilst the employee(s) or the employee(s) representative discusses the dispute with the Company and/or the company’s agent and both parties will attempt to reach agreement as quickly as possible. 2.3.4 In the event the matter remains unsolved, the parties may agree to seek the assistance of an independent arbitrator who will mediate between disputing parties with the objective of reaching a mutually acceptable settlement. 2.3.5 Work will continue without interruption from industrial stoppages, bans and/or limitations. 2.3.6 Failing a satisfactory settlement being achieved following the discussions outlined above, the dispute will be referred to the Australian Industrial Relations Commission for conciliation and/or arbitration. It is an overriding condition of this Agreement that any mediated/conciliated/arbitrated outcome in settlement of a dispute by the commission will be consistent with the National Code of Practice for the Construction Industry and Implementation Guidelines. 2.3.7 Nothing in this Agreement will limit in any way employees’ rights and responsibilities under the common law contract of employment and the Occupational Health, Safety and Welfare Act 1986 to decline work in unsafe conditions.
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GRIEVANCE/DISPUTES PROCEDURE. All dispute resolutions are to be carried out as per the Workplace Relations Act 1996 (Work Choices).
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GRIEVANCE/DISPUTES PROCEDURE. It is the intention of the parties to demonstrate to Glavcom Pty Ltd. customers that the Company is committed to ensuring continuity of products and services to those customers. Further, it is recognised by all parties to this agreement that this commitment is vital to the continued viability of the Company and to improve the job security of employees. The purpose of this procedure is to avoid disputation by adopting processes which resolve disputes without the necessity of resorting to industrial action, and developing a workplace culture consistent with the implementation of Work Area Teams and performance improvement programs which makes such disputes unnecessary. In accordance with the above, if a dispute does arise, the following procedure shall be implemented. 2.4.1 All issues shall be discussed in the first instance at the Work Area Team level. 2.4.2 If the matter is not resolved at this level, the matter shall be further discussed between the affected employee(s), the respective Supervisor. 2.4.3 If no agreement is reached at this level, the matter is taken to the Operations Director. The matter is discussed with the affected employee(s), the respective Supervisor and the Operations Manager and or Operations Director. 2.4.4 If no agreement is reached, the matter is further referred to the Director of Industrial Relations who will discuss the matter with the affected employee(s), the respective Supervisor, the Production Manager and the Production Director. 2.4.5 Should the matter still not be resolved it may be referred by the parties to the Australian Industrial Relations Commission for settlement. 2.4.6 While the foregoing procedure is being followed work shall continue normally where it is agreed that there is an existing custom, but in either case, the work shall continue in accordance with the direction of the company. No party shall be prejudice as to the final settlement by the continuance or work in accordance with this subclause.
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GRIEVANCE/DISPUTES PROCEDURE. A major objective of this Agreement is to reduce, by a significant and measurable amount, the incidence of lost time and/or production arising out of disputes or grievances. It is agreed that a relationship which is based on a commitment to close consultation and co-operation, and working through effective disputes prevention and settlement procedures, is the most effective way of achieving this objective. Accordingly, it is agreed that the following procedures will be strictly adhered to at all times: 2.3.1 Any grievance or dispute arising out of the implementation or operation of the provisions of this Agreement will in the first instance be referred by the employee(s) concerned or by a duly nominated representative of the employee(s) concerned, to the appropriate supervisor / manager who will endeavour to resolve the issue by consultation and co-operation. 2.3.2 Either party has the right to request another person to act on behalf of the party in relation to resolving the matter at the workplace level. 2.3.3 Work will continue without interruption whilst the employee(s) or the employee(s) representative discusses the dispute with the Company and/or the company’s agent and both parties will attempt to reach agreement as quickly as possible.
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GRIEVANCE/DISPUTES PROCEDURE. In order to ensure disputes are resolved in a timely manner and without interruption to operations, it is agreed that grievances or disputes shall be dealt with in accordance with the following: (i) In the event of an employee(s) having a grievance, the aggrieved party will first discuss the matter with their immediate Supervisor, with or without their chosen employee representative. The Supervisor will reply to the employee(s) in an expedient manner but no later than the next weekday or as mutually agreed. (ii) If the matter is not resolved, the employee(s) (with or without the chosen employee representative) may complete a grievance form and return it to the Supervisor who will give a written response. The Supervisor will arrange a meeting between the employee(s) (who remain(s) entitled to be accompanied by his/her chosen representative) and Superintendent, who will deal with it in an expedient manner or as mutually agreed. (iii) The Superintendent will give a written response, sign the grievance form and, if the matter is still not resolved, arrange a meeting between the employee(s) (who remain(s) entitled to be accompanied by the chosen employee representative) and the Area Manager who will deal with it in an expedient manner or as mutually agreed. (iv) The Area Manager will give a written response and sign the grievance form and, if the matter is still not resolved the employee or the chosen employee representative may refer the matter to the General Manager GEMCO. This stage should be reached within 48 hours excluding weekends of the Grievance form being lodged. (v) If the matter is still not resolved, the grievance will be referred to the Australian Industrial Relations Commission for resolution. The employee, chosen employee representative and employer agree not to raise the jurisdiction of the Commission during this process and agree to be bound by any recommendation made by the Commission to resolve the dispute. (vi) While the above procedure is being followed, work shall continue normally as it existed prior to the dispute without interruption in accordance with this Agreement. Where appropriate, all housing entitlements shall remain for a period of up to 21 days from the date of the matter being referred to the Commission or a longer period where GEMCO deem this appropriate. No party shall be prejudiced as to final settlement as a consequence of this.
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GRIEVANCE/DISPUTES PROCEDURE. To ensure the orderly conduct of and speedy resolution of issues, disagreements, conflicts and disputes, the following three (3) Stage Resolution Procedure will be adopted within the Company. The object of the procedure is to promote the resolution of issues and disagreements through consultation, co- operation and discussion between members of the shop floor and their, respective line management. This procedure is based upon the recognition and development of the relationship between line management and their employees. The procedure is designed to resolve any disagreement or concern in a fair manner and is based upon the following principles. (i) Commitment by the parties to observe this procedure. This should be facilitated by the earliest possible advice by one party to the other of any issue or concern which may give rise to conflict or dispute. (ii) Throughout all stages of this procedure, all relevant facts shall be clearly identified and recorded. (iii) Realistic time limits shall be allowed for the completion of the various stages of the discussions. (iv) Emphasis shall be placed on an in-house settlement of issues brought about through consultation. However, if in-house consultation and negotiation is exhausted without resolution of the conflict or dispute, the parties shall jointly or individually refer the matter to the Australian Industrial Relations Commission for assistance in resolving the dispute. (v) In order to achieve the peaceful resolution of issues the parties shall be committed to avoid stoppages of work, lockouts or any other bans or limitations on the performance of work whilst the procedures of consultation, negotiation, conciliation and arbitration are being followed. Observance of this principle will avoid interruption to the performance of work and the consequential loss of production and wages. (vi) Parties to this Agreement in recognising the principles under which this Agreement has been reached, agree to no withdrawal of labour for any reason outside of the direct control of the Management and employees of the Company. (vii) This clause shall not apply to any dispute as to a bona fide safety issue. (viii) During this procedure, the status quo shall remain and work shall proceed normally. 'Status quo1 shall mean the situation existing immediately prior to the dispute or the matter giving rise to the dispute. RESOLUTION PROCEDURE STAGE 1 The employees with a disagreement or dispute will discuss the matter with their forepers...
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GRIEVANCE/DISPUTES PROCEDURE. A major objective of this Agreement is to reduce, by a significant and measurable amount, the incidence of lost time and/or production arising out of disputes or grievances. It is agreed that a relationship which is based on a commitment to close consultation and co-operation, and working through effective disputes prevention and settlement procedures, is the most effective way of achieving this objective. Accordingly, it is agreed that the following procedures will be strictly adhered to at all times: 2.4.1 Any grievance or dispute arising out of the implementation or operation of the provisions of this Agreement will in the first instance be referred by the employee(s) or the 2.4.2 Either party has the right to request another person to act on behalf of the party in relation to resolving the matter at the workplace level. 2.4.3 Work will continue without interruption whilst the employee(s) or the employee(s) representative(s) discusses the dispute with the Company and/or the company’s agent and both parties will attempt to reach agreement as quickly as possible. 2.4.4 In the event the matter remains unresolved, the parties may agree to seek the assistance of an independent arbitrator who will mediate between disputing parties with the objective of reaching a mutually acceptable settlement. 2.4.5 Work will continue without interruption from industrial stoppages, bans and/or limitations. 2.4.6 Failing a satisfactory settlement being achieved following the discussions outlined above, the dispute will be referred to the Australian Industrial Relations Commission for conciliation and/ or arbitration. 2.4.7 Nothing in this Agreement will limit in any way employees’ rights under the common law contract of employment and the Occupational Health, Safety and Welfare Act 1986 to decline work in unsafe conditions.
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GRIEVANCE/DISPUTES PROCEDURE. 2.1.1 A major objective of this Agreement is to reduce, by a significant and measurable amount, the incidence of lost time and/or production arising out of disputes or grievances. It is agreed that a relationship, which is based on a commitment to close consultation and co-operation, and working through effective disputes prevention and settlement procedures, is the most effective way of achieving this objective. 2.1.2 Accordingly, it is agreed that the following procedures will be strictly adhered to at all times:
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Related to GRIEVANCE/DISPUTES PROCEDURE

  • Disputes Procedure 12.1 If a dispute relating to a Script covered by this Agreement arises between a Writer and the BBC which cannot be settled by direct discussion then either party will have the right to refer the issue to a panel which shall consist of the Head of Talent & Rights Negotiation Group the relevant head of the production department and two of the Writer, the Writer’s representative or representative of the Society, the WGGB or the PMA, at the Writer’s election. This clause shall not however be invoked in a manner which might override any other clause in this Agreement or call into question the BBC’s reasonable and proper discretion to accept or reject a Script. 12.2 Any dispute regarding the interpretation of this Agreement or the interpretation of an individual contract between the BBC and a writer of a Script covered by this Agreement which cannot be resolved by discussion between the parties shall be referred to an Arbitration Committee consisting of two representatives of the BBC and any two of the Writer or Writer’s representative or representative of the Society, the Guild or the PMA as the case may be. Failing settlement it shall then be referred to a single Arbitrator mutually acceptable to both sides who shall determine the issue and whose decision shall be binding on both parties. 12.3 Clause 12.2 shall not apply to disputes arising under clause 12.1, 16.1 and 20-25.

  • GRIEVANCE ARBITRATION PROCEDURE 8.01 For purposes of this Agreement, a grievance is defined as a difference arising between the parties relating to the interpretation, application, administration or alleged violation of the Agreement, including any question as to whether a matter is arbitrable. 8.02 In all steps of this Grievance Procedure, the aggrieved nurse, if desired, may be accompanied by or represented by a nurse representative. 8.03 It is the mutual desire of the parties hereto that complaints of the nurses shall be adjusted as quickly as possible, and it is understood that a nurse has no grievance until she has first given the Unit Manager the opportunity of adjusting her complaint. Such complaint shall be discussed with the Unit Manager within ten (10) days after the circumstances giving rise to it have occurred or ought reasonably to have come to the attention of the nurse and failing settlement within five (5) days, it shall then be taken up as a grievance within ten (10) days following the Unit Manager's decision in the following manner and sequence: The nurse may submit a written grievance on the form set out in Appendix "A", signed by her, to the Unit Manager. The grievance shall identify the nature of the grievance and the remedy sought and should identify the provisions of the Agreement which are alleged to be violated. The Unit Manager will deliver her decision in writing within five (5) days of the submission of the grievance. Failing settlement, then: Within five (5) days following the decision in Step No. 1, the nurse may submit the written grievance to the Director of Resident Care who will deliver her decision, in writing, within five (5) days from the date on which the written grievance was presented to her. The parties may, if they so desire, meet to discuss the grievance at a time and place suitable to both parties. Failing settlement, then: Within ten (10) days of receiving the decision under Step 2, the grievance, in writing, may be referred to the Chief Executive Officer who shall call a meeting of the Grievance Committee within five (5) days of receipt of same. Within five (5) days following the meeting, the Chief Executive Officer shall reply, in writing, to the nurse and the Chairperson of the Grievance Committee. If the decision is unsatisfactory to the nurse, it may be referred to arbitration within fifteen (15) days and the Chief Executive Officer so notified, in writing.

  • GRIEVANCE AND ARBITRATION PROCEDURE 8.01 The parties to this agreement believe it is important to adjust complaints and grievances as quickly as possible as provided for herein. The employee or Union shall first discuss any individual complaint informally with the Director of Care or designate at the first opportunity. 8.02 In all steps of this grievance procedure an aggrieved employee, if she so desires may be accompanied by or represented by her Union Representative. At Step 1 of the grievance procedure a representative of the Ontario Nurses' Association may be present at the request of either party. 8.03 Should any dispute arise between the Employer and an employee, or between the Employer and the Union, as to the interpretation, application, administration or alleged violation of any of the provisions of this Agreement, the employee or Union Representative will bring it to the attention of the immediate supervisor to settle such differences within ten (10) days of the occurrence. If further action is to be taken, then within ten (10) days of the discussion, the employee, who may request the assistance of her Union Representative and/or Labour Relations Officer, shall submit the written grievance to the Administrator or designate. A meeting will be held between the parties within ten (10) days. The Administrator shall give a written decision within ten (10) days of the meeting to the Bargaining Unit President or her designate with a copy to the Labour Relations Officer. Should the Administrator fail to render his decision or failing settlement of any grievance under the foregoing procedure, including any questions as to whether a matter is arbitrable, the grievance may be referred to arbitration by either party. If no written notice of intent to submit the matter for arbitration is received within ten (10) days after the decision under Step No. 1 is received, the grievance shall be deemed to have been settled or abandoned. 8.04 A written grievance will indicate the nature of the grievance and the remedy sought by the grievor. Union grievances shall be set out on the union grievance form. Alternately, the parties may agree to an electronic version of this form and a process for signing. 8.05 Time limits fixed in the grievance and arbitration procedures may be extended only by written, mutual consent of the parties. Should the Employer not respond within the time limit(s) fixed, such failure to respond shall be deemed to be a denial of the grievance. Should a grievance not be submitted within the various time limits specified in this Agreement, unless mutually extended, it shall be considered to have been settled or abandoned.

  • GRIEVANCE PROCEDURE & ARBITRATION It is the mutual desire of the parties hereto that complaints of employees shall be adjusted as quickly as possible. If an employee has a complaint related to an alleged violation of the Collective Agreement may at option discuss it with immediate supervisor within three (3) days after the circumstances giving rise to the complaint (grieved action) have occurred or have or ought to have reasonably come to the attention of the employee. The Supervisor shall give a response to the complaint within three (3) days. These discussions will not establish precedent. Failing settlement, or failing a response to the complaint, it may be taken up as a grievance in the following manner and sequence: Procedure: Any employee or group of employees, for whom the Union is the bargaining agent, may refer grievances to the appropriate Union ▇▇▇▇▇▇▇ covered under this Collective Agreement. Grievances must be filed within fifteen (15) working days of grieved act or except where both parties agree to an extension of time. There is no grievance until an employee has reported complaint to the Supervisor. The grievance form shall contain a statement giving particulars of the grieved action, a statement as to the remedy sought and the provisions of the Agreement alleged to have been breached, provided that this does not preclude the or Employer from relying upon other provisions of the Agreement. Step Grievance form is completed in duplicate and signed by the employee and Union ▇▇▇▇▇▇▇, presented to the Supervisor by the Union ▇▇▇▇▇▇▇ and (at their option). Both copies are to be returned by the Supervisor with signed comments to the Union ▇▇▇▇▇▇▇ within three (3) working days. Once a grievance has been filed no Supervisor or Employer Official shall discuss said grievance with the grieved employee except in the presence of a ▇▇▇▇▇▇▇ or Union Official. Step If satisfaction is not obtained in Step the Union ▇▇▇▇▇▇▇, within five (5) working days, may refer the grievance to the Department Manager or designate, who will meet and discuss the grievance with the Union ▇▇▇▇▇▇▇, (at their option) and the Human Resources Consultant then render a decision in writing on the prescribed forms within five

  • GRIEVANCE AND ARBITRATION PROCEDURES 8.01 Any employee(s) or the Union may present a complaint at any time without recourse to the formal written procedure contained herein. Failure to comply with this step, or the manner in which it is complied with shall not interfere with the formal grievance procedure, nor shall this step be subject of preliminary objections in any arbitration hearing. 8.02 At any step in the grievance procedure, including the complaint stage, the employee may be accompanied by his/her employee representative. 8.03 Grievances shall be registered with the Employer as follows: Step No. 1 An employee(s) or the Union on his/her/their behalf or in its own stead may present a grievance in writing to the Director of Care. Such grievance must be presented within ten (10) days of the date of its occurrence or when the employee or the Union reasonably ought to have been aware of this occurrence. The Director of Care shall render a decision in writing in ten (10) days following the day on which the grievance was submitted. If this decision is unsatisfactory to the employee(s) or the Union, Step No. 2 may be followed within ten (10) days. The grievance in writing shall be referred to the Administrator of the Home or designate who shall call a meeting of the Grievance Committee at the request of either party within seven (7) days of the filing of the grievance or such further period as the parties may agree. Within three (3) days following this meeting or within ten (10) days following the submission to the Administrator of the Home or designate if no such meeting is held, the Administrator of the Home or designate shall reply in writing to the employee(s) and the Chairperson of the Grievance Committee. If this decision is unsatisfactory to the employee(s) or the Union, Step No. 3 may be followed within ten (10) days. Within ten (10) days after the decision is given at Step No. 2 the grievance may be referred to the Chief Administrative Officer of the County or designate and the employee accompanied by his/her representative shall meet within ten (10) working days with the Chief Administrative Officer and Committee of Management or their designates. The employee may also be accompanied by a full-time representative of the Union if so desired at this stage. The Employer will render a decision in writing within ten (10) days following such meeting. If the decision is unsatisfactory to the employee(s) or the Union, it may be referred to arbitration. 8.04 A policy grievance may be presented by either the Union or the Employer at Step 2 of the Grievance Procedure. 8.05 Notwithstanding any other provisions of this Article, should the Employer discharge, suspend or discipline an employee or employees, notification by the Employer to such employee or employees shall be made in the presence of a member of the Union. Should the employee(s) or the Union on his/her/their behalf file a grievance against the discharge, suspension or discipline, it shall be reduced to writing and filed within ten (10) days under Step No. 3 of the Grievance Procedure. 8.06 Before any grievance is submitted to arbitration, the parties may meet with a Grievance Mediator in order to attempt to resolve such grievance. The parties may refer any number of outstanding grievances to the Grievance Mediator for possible resolution. Each party shall pay one-half (1/2) of the fees and expenses of the Grievance Mediator. 8.07 When either party requests that a grievance be submitted to arbitration, the grievance shall be submitted to one of the following panel of sole Arbitrators: ▇▇▇▇ ▇▇▇▇▇, ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇ ▇▇▇▇▇ If a grievance has already been submitted to one of the Panel of Arbitrators, then any subsequent grievances shall be submitted to the next Arbitrator on the Panel. In order to accept an appointment, the Arbitrator must agree to render an award within thirty (30) days of the last day of hearing. 8.08 In the event that the parties mutually agree to refer a grievance to a tripartite Arbitration Board, the party requesting arbitration shall advise the other of its nominee to the Arbitration Board. Within ten (10) days thereafter, the other party shall answer, in writing, indicating the name and address of its appointee to the Arbitration Board. The Chair shall be selected from the Panel of Arbitrators set out in paragraph 8.07 above. 8.09 Once appointed, the Arbitration Board or single Arbitrator shall have all the powers set out in Section 50 of the Labour Relations Act including the power to mediate/arbitrate the grievance and to limit evidence and submissions. 8.10 Each party shall pay the costs and expenses of its appointees and the costs and expenses of the Chairperson shall be borne equally by the parties. Arbitration hearings shall be held in the community of the Employer or at such other places as may be agreed upon by the Union and the Employer. 8.11 The Arbitration Board shall not have jurisdiction to amend or add to any of the provisions of this Agreement, or to substitute any new provisions in lieu thereof, nor to give any decision inconsistent with the terms and provisions of this Agreement. 8.12 No person may be appointed as an arbitrator who has been involved in an attempt to negotiate or settle the grievance. 8.13 Any time limit referred to in the Grievance and Arbitration Procedures shall be exclusive of Saturdays, Sundays and holidays observed by the Employer and the days off of the aggrieved employee including vacation, and such limits may be extended with the agreement of both parties.