Common use of Issues Resolution Clause in Contracts

Issues Resolution. (i) All parties must: (a) use their best endeavours to co-operate in order to avoid grievances and disputes arising between the parties or between FPNSW and the individual; and (b) abide by procedures set out in this Clause to resolve any issue, which might arise; and place emphasis on negotiating a settlement of any issue at the earliest possible stage in the process. (ii) In this Clause, “issue” means any question, issue, grievance, dispute or difficulty which might arise between the parties about the interpretation, application or operation of this Agreement. (iii) The following procedures will be facilitated by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute: (a) A grievance must initially be dealt with as close to its sources as possible, with graduated steps for further discussion and resolution at higher levels of authority. (b) The employee is required to notify (in writing or otherwise) FPNSW as to the substance of the grievance, request a meeting with FPNSW for bilateral discussions and state the remedy sought. (c) Reasonable time limits must be allowed for discussion at each level of authority. (d) Throughout all stages of these procedures, adequate records must be kept of all discussions. (e) At the conclusion of the discussion, FPNSW must provide a response to the employee’s grievance if the matter has not been resolved, including reasons for not implementing any proposed remedy. (f) Whilst the procedure is being followed, normal work must continue. (g) The employee may be represented by a nominated representative who may be an Association Representative for the purpose of each step. (h) If the matter remains unresolved either party may then refer the matter in accordance with the provisions of the Industrial Relations Act 1996 (NSW) to the Industrial Relations Commission for its assistance in resolving the issue through conciliation and or arbitration.

Issues Resolution. (i) All parties must: (a) use their best endeavours to co-operate in order to avoid grievances and disputes arising between the parties or between FPNSW Family Planning NSW and the individual; and (b) abide by procedures set out in this Clause to resolve any issue, which might arise; and place emphasis on negotiating a settlement of any issue at the earliest possible stage in the process. (ii) In this Clause, “issue” means any question, issue, grievance, dispute or difficulty which might arise between the parties about the interpretation, application or operation of this Agreement. (iii) The following procedures will be facilitated by the earliest possible advice by one party to the other of any issue or problem problem, which may give rise to a grievance or dispute: (a) A grievance must initially be dealt with as close to its sources source(s) as possible, with graduated steps for further discussion and resolution at higher levels of authority. (b) The If unresolved, the employee is required to notify (in writing or otherwise) FPNSW Family Planning NSW as to the substance of the grievance, request a meeting with FPNSW Family Planning NSW for bilateral discussions and state the remedy sought. (c) Reasonable time limits must be allowed for discussion at each level stage of authoritythe process. (d) Throughout all stages of these procedures, adequate records must be kept of all discussions. (e) At the conclusion of the discussion, FPNSW Family Planning NSW must provide a response to the employee’s employees grievance if the matter has not been resolved, including reasons for not implementing any proposed remedy. (f) Whilst the procedure is being followed, normal work must continue. (g) The employee may be represented by a nominated representative who may be an Association Union Representative for the purpose of each step. (h) If the matter remains unresolved either party may then refer the matter in accordance with the provisions of the Industrial Relations Act 1996 ▇▇▇ ▇▇▇▇ (NSW) to the Industrial Relations Commission for its assistance in resolving the issue through conciliation and or arbitrationissue.

Issues Resolution. (i) All parties must: (a) use their best endeavours to co-operate in order to avoid grievances and disputes arising between the parties or between FPNSW and the individual; and (b) abide by procedures set out in this Clause to resolve any issue, issue which might arise; and place emphasis on negotiating a settlement of any issue at the earliest possible stage in the process. (ii) In this Clause, “issue” means any question, issue, grievance, dispute or difficulty which might arise between the parties about the interpretation, application or operation of this Agreement. (iii) The following procedures will be facilitated by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute:. (a) A grievance must initially be dealt with as close to its sources as possible, with graduated steps for further discussion and resolution at higher levels of authority. (b) The employee medical officer is required to notify (in writing or otherwise) FPNSW as to the substance of the grievance, request a meeting with FPNSW for bilateral discussions and state the remedy sought. (c) Reasonable time limits must be allowed for discussion at each level of authority. (d) Throughout all stages of these procedures, adequate records must be kept of all discussions. (e) At the conclusion of the discussion, FPNSW must provide a response to the employeemedical officer’s grievance if the matter has not been resolved, including reasons for not implementing any proposed remedy. (f) Whilst the procedure is being followed, normal work must continue. (g) The employee medical officer may be represented by a nominated representative who may be an Association Representative a Federation representative for the purpose of each step. (h) If the matter remains unresolved either party may then refer the matter in accordance with the provisions of the Industrial Relations Act 1996 ▇▇▇ ▇▇▇▇ (NSW) to the NSW Industrial Relations Commission for its assistance in resolving the issue through conciliation and or arbitrationissue.

Issues Resolution. (i) All parties must: (a) use their best endeavours to co-operate in order to avoid grievances and disputes arising between the parties or between FPNSW and the individual; and (b) abide by procedures set out in this Clause to resolve any issue, which might arise; and place emphasis on negotiating a settlement of any issue at the earliest possible stage in the process. (ii) In this Clause, “issue” means any question, issue, grievance, dispute or difficulty which might arise between the parties about the interpretation, application or operation of this Agreement. (iii) The following procedures will be facilitated by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute: (a) A grievance must initially be dealt with as close to its sources as possible, with graduated steps for further discussion and resolution at higher levels of authority. (b) The employee is required to notify (in writing or otherwise) FPNSW as to the substance of the grievance, request a meeting with FPNSW for bilateral discussions and state the remedy sought. (c) Reasonable time limits must be allowed for discussion at each level of authority. (d) Throughout all stages of these procedures, adequate records must be kept of all discussions. (e) At the conclusion of the discussion, FPNSW must provide a response to the employee’s grievance if the matter has not been resolved, including reasons for not implementing any proposed remedy. (f) Whilst the procedure is being followed, normal work must continue. (g) The employee may be represented by a nominated representative who may be an Association Representative for the purpose of each step. (h) If the matter remains unresolved either party may then refer the matter in accordance with the provisions of the Industrial Relations Act 1996 ▇▇▇ ▇▇▇▇ (NSW) to the Industrial Relations Commission for its assistance in resolving the issue through conciliation and or arbitration.