PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS Clause Samples

The "Procedure for Resolving Employment Relationship Problems" clause outlines the steps that employees and employers must follow when addressing disputes or issues arising from their working relationship. Typically, this clause requires that concerns be raised promptly, encourages informal discussions as a first step, and may specify escalation to formal grievance procedures or mediation if initial efforts do not resolve the matter. Its core practical function is to provide a clear, structured process for resolving conflicts, thereby minimizing misunderstandings and reducing the likelihood of legal action.
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. The Employment Relations Act 2000 requires that this Collective Agreement have a plain-language explanation of the services and processes available to resolve any employment relationship problems. The parties to this Agreement wish to draw attention to the following procedure:
View SourceView Similar (6)
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. The following procedure shall apply for resolving employment relationship problems as defined under the Employment Relations Act 2000, which does not include any problem with the fixing of new terms and conditions of employment. ▪ A personal grievance alleging unjustified dismissal, disadvantage, discrimination, sexual or racial harassment, or duress, may be initiated by the employee (or APEX on behalf of the employee). ▪ A dispute over interpretation, application or operation of this Agreement may be initiated by either the employee (or APEX on behalf of the employee) or the employer. ▪ Any other problem relating to or arising out of the employment relationship. The objective of this procedure is to ensure that the issue is raised at the source of the grievance or dispute so that the issue can be resolved promptly, in-house, if possible, without disruption to the work operations.
View SourceView Similar (3)
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. The Employment Relations Act 2000 requires that all collective and individual agreements contain a plain language explanation of the services and processes available to resolve any employment relationship problems.
View SourceView Similar (3)
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. Refer to Early Resolution Policy. 12.1.1 Employment relationship problems include personal grievance (i.e. claim of unjustifiable dismissal, unjustifiable disadvantage, discrimination, sexual or racial harassment, or duress in relation to membership of a Union or Employee association); disputes about the interpretation, application or operation of an Employment Agreement; and any other problem arising out of the employment relationship between the Employee and the Employer, not being a problem relating to the fixing of new terms and conditions. 12.1.2 An Employee who believes he or she has an employment relationship problem should, with the assistance of TEU if he or she so chooses, raise the problem with his/her manager, that manager’s manager, his or her Head of School or Human Resources. 12.1.3 Both the Employee and Employer should try to resolve the problem by taking a win-win approach and, if suitable, use the University’s Employee Early Resolution Policy in an attempt to reach resolution.
View Source
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. Labtests Auckland Limited will assist wherever possible to resolve problems arising from the employment relationship. Labtests Auckland Limited's procedures will be followed with a view to ensuring fairness and equity at all times.
View Source
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. The following procedure shall apply for resolving employment relationship problems as defined under the Employment Relations Act 2000, which does not include any problem with the fixing of new terms and conditions of employment.  A personal grievance alleging unjustified dismissal, disadvantage, discrimination, sexual or racial harassment, or duress, may be initiated by the employee (or NZMLWU on behalf of the employee).  A dispute over interpretation, application or operation of this Agreement may be initiated by either the employee (or NZMLWU on behalf of the employee) or the employer.  Any other problem relating to or arising out of the employment relationship. The objective of this procedure is to ensure that the issue is raised at the source of the grievance or dispute so that the issue can be resolved promptly, in-house, if possible, without disruption to the work operations.
View Source
PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS. If the Employee thinks there is an employment relationship problem then this clause sets out some steps that may resolve the problem and services that that may be available to help. The Employee could: ▪ Talk to the Employer as soon as possible about the Employee’s concerns and what the Employee would like to happen. If this does not work then: ▪ Clarify the problem (by checking this employment agreement, talking to family and friends to make sure it is not just a misunderstanding); and ▪ Obtain information from the Department of Labour (whose contact details are at the end of this clause), or someone who works in the industrial relations area, or an advocate, or a lawyer, or the community law centre; and ▪ Use a support person or advocate to help you when talking to or meeting with the Employer; ▪ Talk or write to the Employer again making it clear that problem needs to be resolved (Putting the problem in writing may assist both parties to be clear about the problem). If this still does not resolve the problem then either party could; ▪ Use an outside person to assist. The parties may agree on who this is to be and how they are to be paid and whether they are to help the parties reach an agreement or to make a decision for the parties. This outside party may be a mediator provided by the Department of Labour. These mediators generally don’t make decisions for the parties but help them reach their own agreement but they can make decisions if both the Employer and the Employee agree. Both parties need to agree to attend mediation although the Employment Relations Authority may order the parties to attend mediation. If the parties reach a written agreement and get it signed by a Department of Labour mediator then it will bind both parties. If the problem is still not resolved then either party can refer the matter to a tribunal called the Employment Relations Authority who will make a decision (but may refer the parties back to mediation). A party unhappy with the decision of the Authority may file in the Employment Court. If the problem is a personal grievance, then the Employee must raise it with the Employer within 90 days after the action complained of, or the date the Employee became aware of it, unless there are exceptional circumstances. (A personal grievance may arise where an employee believes he or she has been unfairly treated or unjustifiably dismissed.) The Department of Labour provides assistance through the Employment Relations Service that pr...
View Source

Related to PROCEDURE FOR RESOLVING EMPLOYMENT RELATIONSHIP PROBLEMS

  • Customer Service, Dispute Resolution If you have a question about your XOOM charges or service you may contact XOOM directly by calling ▇-▇▇▇-▇▇▇-▇▇▇▇ Monday – Friday 8 (eight) a.m. to 11 (eleven)p.m.

  • Resolution of Conflicts; Arbitration (i) In case the Shareholder Representative shall object in writing to any claim or claims made in any Officer's Certificate within thirty (30) days after delivery of such Officer's Certificate, the Shareholder Representative and Parent shall attempt in good faith to agree upon the rights of the respective parties with respect to each of such claims. If the Shareholder Representative and Parent should so agree, a memorandum setting forth such agreement shall be prepared and signed by both parties. If any claim against the Escrow Fund was sought, such memorandum shall be furnished to the Escrow Agent and the Escrow Agent shall be entitled to rely on any such memorandum and make payment out of the Escrow Fund in accordance with the terms thereof. (ii) If no such agreement can be reached after good faith negotiation (or in any event after 60 days from the date of the Officer's Certificate), either Parent or the Shareholder Representative may demand arbitration of the matter unless the amount of the damage or loss is at issue in pending litigation with a third party, in which event arbitration shall not be commenced until such amount is ascertained or both parties agree to arbitration; and in either such event the matter shall be settled by arbitration conducted by three arbitrators. Parent and the Shareholder Representative shall each select one arbitrator, and the two arbitrators so selected shall select a third arbitrator. The arbitrators shall set a limited time period and establish procedures designed to reduce the cost and time for discovery while allowing the parties an opportunity, adequate in the sole judgment of the arbitrators, to discover relevant information from the opposing parties about the subject matter of the dispute. The arbitrators shall rule upon motions to compel or limit discovery and shall have the authority to impose sanctions, including attorneys' fees and costs, to the same extent as a court of law or equity, should the arbitrators determine that discovery was sought without substantial justification or that discovery was refused or objected to without substantial justification. The decision of a majority of the three arbitrators as to the validity and amount of any claim in such Officer's Certificate shall be binding and conclusive upon the parties to this Agreement. Notwithstanding anything in Section 7.2(e) hereof, the Escrow Agent shall be entitled to act in accordance with such decision and make or withhold payments out of the Escrow Fund in accordance therewith. Such decision shall be written and shall be supported by written findings of fact and conclusions which shall set forth the award, judgment, decree or order awarded by the arbitrators. (iii) Judgment upon any award rendered by the arbitrators may be entered in any court having jurisdiction. Any such arbitration shall be held in Santa ▇▇▇▇▇ County, California under the rules then in effect of the American Arbitration Association. The arbitrators shall determine how all expenses relating to the arbitration shall be paid, including without limitation, the respective expenses of each party, the fees of each arbitrator and the administrative fee of the American Arbitration Association.

  • 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.

  • Alternative Dispute Resolution Limitations This is a requirement of the TIPS Contract and is non-negotiable. No Waiver of TIPS Immunity This is a requirement of the TIPS Contract and is non-negotiable. 5 5 Payment Terms and Funding Out Clause This is a requirement of the TIPS Contract and is non-negotiable. 6

  • 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