Common use of Procedures for Preventing and Settling Disputes Clause in Contracts

Procedures for Preventing and Settling Disputes. ‌ 2.4.1 In the event of an employee having a grievance or dispute the employee shall in the first instance attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure. 2.4.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause. 2.4.3 If the grievance or dispute is not resolved under clause 2.4.1, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within twenty-four (24) hours after the request by the employee or the employee's representative. 2.4.4 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 2.4.6. 2.4.5 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.4.3, the matter shall, in the case of a member of the union, be reported to the relevant officer of the union and the senior management of the employer or the employer's nominated industrial representative. An employee who is not a member of the union may report the grievance or dispute to senior management or the nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.4.3 will not result in resolution of the dispute. 2.4.6 If, after discussion between the parties, or their nominees mentioned in clause 2.4.5, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Fair Work Commission. 2.4.7 Fair Work Commission may deal with the dispute in two (2) stages: (a) Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) If Fair Work Commission is unable to resolve the dispute at the first stage, Fair Work Commission may then: (i) Arbitrate the dispute; and (ii) Make a determination that is binding on the parties. A decision that the Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Division 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 2.4.8 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. 2.4.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.4.10 All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Fair Work Commission with a view to the prompt settlement of the dispute. 2.4.11 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the provisions of the Act. 2.4.12 So as to remove doubt, the parties record that the reference to disputes or grievances in respect to any industrial matter includes disputes or grievances in relation to whether the employer had reasonable business grounds for refusing a request under the National Employment Standards for flexible working arrangements or an application to extend unpaid parental leave.

Procedures for Preventing and Settling Disputes. ‌The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to a single employee or to any number of employees. 2.4.1 2.3.1 In the event of an employee having a grievance or dispute the employee shall in the first instance attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure. 2.4.2 2.3.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause. 2.4.3 2.3.3 If the grievance or dispute is not resolved under clause 2.4.12.3.1, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within twenty-four (24) 24 hours after the request by the employee or the employee's representative. 2.4.4 2.3.4 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 2.4.62.3.6. 2.4.5 2.3.5 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.4.32.3.3, the matter shall, in the case of a member of the unionUnion, be reported to the relevant officer of the union Union and the senior management of the employer or the employer's nominated industrial representative. An employee who is not a member of the union Union may report the grievance or dispute to senior management or the nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.4.3 2.3.3 will not result in resolution of the dispute. 2.4.6 2.3.6 If, after discussion between the parties, or their nominees mentioned in clause 2.4.53.2.5, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Fair Work CommissionAustralia. 2.4.7 2.3.7 Fair Work Commission Australia may deal with the dispute in two (2) 2 stages: (a) : a Fair Work Commission Australia will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) If Fair Work Commission is unable to resolve the dispute at the first stage, Fair Work Commission may then: (i) Arbitrate the dispute; and (ii) Make a determination that is binding on the parties. A decision that the Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Division 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 2.4.8 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. 2.4.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.4.10 All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Fair Work Commission with a view to the prompt settlement of the dispute. 2.4.11 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the provisions of the Act. 2.4.12 So as to remove doubt, the parties record that the reference to disputes or grievances in respect to any industrial matter includes disputes or grievances in relation to whether the employer had reasonable business grounds for refusing a request under the National Employment Standards for flexible working arrangements or an application to extend unpaid parental leave.

Procedures for Preventing and Settling Disputes. ‌ 2.4.1 In the event of an employee having a grievance or dispute the employee shall in the first instance attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure. 2.4.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause. 2.4.3 If the grievance or dispute is not resolved under clause 2.4.1, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within twenty-four (24) hours after the request by the employee or the employee's representative. 2.4.4 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 2.4.6. 2.4.5 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.4.3, the matter shall, in the case of a member of the union, be reported to the relevant officer of the union and the senior management of the employer or the employer's nominated industrial representative. An employee who is not a member of the union may report the grievance or dispute to senior management or the nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.4.3 will not result in resolution of the dispute. 2.4.6 If, after discussion between the parties, or their nominees mentioned in clause 2.4.5, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Fair Work Commission. 2.4.7 Fair Work Commission may deal with the dispute in two (2) stages: (a) Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) If if the Fair Work Commission is unable to resolve the dispute at the first stage, Fair Work Commission may then: (i) Arbitrate arbitrate the dispute; and (ii) Make make a determination that is binding on the parties. A decision that the Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Division 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 2.4.8 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. 2.4.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.4.10 All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Fair Work Commission with a view to the prompt settlement of the dispute. 2.4.11 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the provisions of the Act. 2.4.12 So as to remove doubt, the parties record that the reference to disputes or grievances in respect to any industrial matter includes disputes or grievances in relation to whether the employer had reasonable business grounds for refusing a request under the National Employment Standards for flexible working arrangements or an application to extend unpaid parental leave.

Procedures for Preventing and Settling Disputes. ‌The matters to be dealt with in this procedure shall include all grievances or disputes between a principal and an employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to a single principal or to any number of principals. 2.4.1 1.9.1 In the event of an employee a principal having a grievance or dispute the employee principal shall in the first instance attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employeeprincipal/s may bypass this level in the procedure. 2.4.2 An employee 1.9.2 A principal who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause. 2.4.3 1.9.3 If the grievance or dispute is not resolved under clause 2.4.11.9.1, the employee principal or the employeeprincipal's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within twenty-four (24) 24 hours after the request by the employee principal or the employeeprincipal's representative. 2.4.4 1.9.4 If the grievance involves allegations of unlawful discrimination by a supervisor the employee principal may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee principal may proceed directly to the process outlined at clause 2.4.61.9. 2.4.5 1.9.5 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.4.31.9.3, the matter shall, in the case of a member of the unionUnion, be reported to the relevant officer of the union Union and the senior management of the employer principal or the employerprincipal's nominated industrial representative. An employee A principal who is not a member of the union Union may report the grievance or dispute to senior management or the nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.4.3 1.9.3 will not result in resolution of the dispute. 2.4.6 1.9.6 If, after discussion between the parties, or their nominees mentioned in clause 2.4.51.9.5, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Fair Work Commission. 2.4.7 1.9.7 Fair Work Commission may deal with the dispute in two (2) stages: (a) Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) If Fair Work Commission is unable to resolve the dispute at the first stage, Fair Work Commission may then: (i) Arbitrate then arbitrate the dispute; and (ii) Make and make a determination that is binding on the parties. (Note: If Fair Work Commission arbitrates the dispute, it may also use the powers that are available to it under the Act.) A decision that the Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Division Div 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 2.4.8 1.9.8 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. 2.4.9 1.9.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.4.10 1.9.10 All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Fair Work Commission with a view to the prompt settlement of the dispute. 2.4.11 1.9.11 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the provisions of the Act. 2.4.12 1.9.12 So as to remove doubt, the parties record that the reference to disputes or grievances in respect to any industrial matter includes disputes or grievances in relation to whether the employer had reasonable business grounds for refusing a request under the National Employment Standards for flexible working arrangements or an application to extend unpaid parental leave.

Procedures for Preventing and Settling Disputes. ‌The matters to be dealt with in this procedure will include all grievances or disputes about matters under the Agreement and the NES; or between a Principal and BCE in respect to any industrial matter; and all other matters that the parties agree on and are specified herein. Such procedures will apply to a single Principal or to any number of Principals. 2.4.1 1.10.1 In the event of an employee a Principal having a grievance or dispute dispute, the employee shall Principal will in the first instance attempt to resolve the matter with the immediate supervisor, who shall will respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employeePrincipal/s may bypass this level in the procedure. 2.4.2 An employee 1.10.2 A Principal who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause. 2.4.3 1.10.3 If the grievance or dispute is not resolved under clause 2.4.11.10.1, the employee Principal or the employeePrincipal's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within twenty-four (24) 24 hours after the request by the employee Principal or the employeePrincipal's representative. 2.4.4 1.10.4 If the grievance involves allegations of unlawful discrimination by a supervisor supervisor, the employee Principal may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee principal may proceed directly to the process outlined at clause 2.4.61.10. 2.4.5 1.10.5 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.4.31.10.3, the matter shallwill, in the case of a member of the unionUnion, be reported to the relevant officer of the union Union and the senior management of the employer Principal or the employerPrincipal's nominated industrial representative. An employee A Principal who is not a member of the union Union may report the grievance or dispute to senior management or the nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.4.3 1.10.3 will not result in resolution of the dispute. 2.4.6 1.10.6 If, after discussion between the parties, or their nominees mentioned in clause 2.4.51.10.5, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Fair Work CommissionFWC. 2.4.7 Fair Work Commission 1.10.7 FWC may deal with the dispute in two (2) stages: (a) Fair Work Commission FWC will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) If Fair Work Commission FWC is unable to resolve the dispute at the first stage, Fair Work Commission FWC may then: (i) Arbitrate then arbitrate the dispute; and (ii) Make and make a determination that is binding on the parties. (Note: If FWC arbitrates the dispute, it may also use the powers that are available to it under the Act.) A decision that the Fair Work Commission FWC makes when arbitrating a dispute is a decision for the purpose of Division Div 3 of Part Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 2.4.8 1.10.8 Whilst all of the above procedure is being followed, normal work shall will continue except in the case of a genuine safety issueissues. While the parties are trying to resolve the dispute using the procedures in this term: a) an employee must continue to perform their work as they would normally unless they have a reasonable concern about an imminent risk to their health or safety; and b) an employee must comply with a direction given by the employer to perform other available work at the same workplace, or at another workplace unless: i. the work is not safe; or ii. applicable occupational health and safety legislation would not permit the work to be performed; or iii. there are other reasonable grounds for the employee to refuse to comply with the direction. 2.4.9 1.10.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.4.10 1.10.10 All parties to the dispute shall will give due consideration to matters raised or any suggestion or recommendation made by the Fair Work Commission FWC with a view to the prompt settlement of the dispute. 2.4.11 1.10.11 Discussions at any stage of the procedure shall will not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall will be open to any party to give notification of the dispute in accordance with the provisions of the Act. 2.4.12 1.10.12 So as to remove doubt, the parties record that the reference to disputes or grievances in respect to any industrial matter includes disputes or grievances in relation to whether the employer BCE had reasonable business grounds for refusing a request under the National Employment Standards for flexible working arrangements or an application to extend unpaid parental leave.

Procedures for Preventing and Settling Disputes. ‌The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to a single employee or to any number of employees. 2.4.1 1.9.1 In the event of an employee having a grievance or dispute the employee Principal shall in the first instance attempt to resolve the matter with the immediate supervisorrelevant Senior Education Officer, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure. 2.4.2 1.9.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause. 2.4.3 1.9.3 If the grievance or dispute is not resolved under clause 2.4.11.9.1, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within twenty-four (24) 24 hours after the request by the employee or the employee's representative. 2.4.4 1.9.4 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 2.4.61.9. 2.4.5 1.9.5 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.4.31.9.3, the matter shall, in the case of a member of the unionUnion, be reported to the relevant officer of the union Union and the senior management of the employer or the employer's nominated industrial representative. An employee who is not a member of the union Union may report the grievance or dispute to senior management or the nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.4.3 1.9.3 will not result in resolution of the dispute. 2.4.6 1.9.6 If, after discussion between the parties, or their nominees mentioned in clause 2.4.51.9.5, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Fair Work CommissionAustralia. 2.4.7 1.9.7 Fair Work Commission Australia may deal with the dispute in two (2) 2 stages: (a) Fair Work Commission Australia will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) If Fair Work Commission Australia is unable to resolve the dispute at the first stage, Fair Work Commission Australia may then: (i) Arbitrate then arbitrate the dispute; and (ii) Make and make a determination that is binding on the parties. (Note: If Fair Work Australia arbitrates the dispute, it may also use the powers that are available to it under the Act.) A decision that the Fair Work Commission Australia makes when arbitrating a dispute is a decision for the purpose of Division Div 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 2.4.8 1.9.8 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. 2.4.9 1.9.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.4.10 1.9.10 All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Fair Work Commission Australia with a view to the prompt settlement of the dispute. 2.4.11 1.9.11 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the provisions of the Act. 2.4.12 1.9.12 So as to remove doubt, the parties record that the reference to disputes or grievances in respect to any industrial matter includes disputes or grievances in relation to whether the employer had reasonable business grounds for refusing a request under the National Employment Standards for flexible working arrangements or an application to extend unpaid parental leave.

Procedures for Preventing and Settling Disputes. ‌The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to a single employee or to any number of employees. 2.4.1 In the event of an employee having a grievance or dispute the employee shall in the first instance attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure. 2.4.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause. 2.4.3 If the grievance or dispute is not resolved under clause 2.4.1, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within twenty-four (24) hours after the request by the employee or the employee's representative. 2.4.4 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 2.4.6. 2.4.5 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.4.3, the matter shall, in the case of a member of the union, be reported to the relevant officer of the union and the senior management of the employer or the employer's nominated industrial representative. An employee who is not a member of the union may report the grievance or dispute to senior management or the nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.4.3 will not result in resolution of the dispute. 2.4.6 If, after discussion between the parties, or their nominees mentioned in clause 2.4.5, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Fair Work Commission. 2.4.7 Fair Work Commission may deal with the dispute in two (2) stages: (a) Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) If if the Fair Work Commission is unable to resolve the dispute at the first stage, Fair Work Commission may then: (i) Arbitrate arbitrate the dispute; and (ii) Make make a determination that is binding on the parties. A decision that the Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Division 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 2.4.8 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. 2.4.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.4.10 All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Fair Work Commission with a view to the prompt settlement of the dispute. 2.4.11 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the provisions of the Act. 2.4.12 So as to remove doubt, the parties record that the reference to disputes or grievances in respect to any industrial matter includes disputes or grievances in relation to whether the employer had reasonable business grounds for refusing a request under the National Employment Standards for flexible working arrangements or an application to extend unpaid parental leave.

Procedures for Preventing and Settling Disputes. ‌ 2.4.1 8.1 Procedure‌ (a) The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and the school in respect to any industrial matter, including (but not limited to) the terms and conditions of this Agreement, the NES and all other matters that the parties agree on and are specified herein. Such procedure shall apply to a single employee or to any number of employees. (b) A party to the dispute may appoint any other person, organisation or association to accompany or represent them in relation to the dispute. (c) In the event of an employee having a grievance or dispute the employee shall shall, in the first instance instance, attempt to resolve the matter with the immediate supervisor, who shall respond to such request matter as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure.circumstances.‌ 2.4.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause. 2.4.3 (d) If the grievance or dispute is not resolved under clause 2.4.18.1(c), the employee or the employee's ’s representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within twenty-four (24) 24 hours after the request by the employee or the employee's ’s representative./s.‌ 2.4.4 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 2.4.6. 2.4.5 (e) If the grievance or dispute is still unresolved after discussions mentioned listed in clause 2.4.38.1(d), the matter shall, in the case of a member of the unionunion member, be reported to the relevant officer Secretary of the union relevant Union of Employees and the relevant senior management of the employer school or the employer's school’s nominated industrial representative. An employee who is not a union member of the union may report the grievance or dispute to senior management Senior Management or the school’s nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.4.3 will not result in resolution of the dispute.representative.‌ 2.4.6 (f) If, after discussion between the parties, or their nominees mentioned in clause 2.4.58.1(e), the dispute (including a dispute in relation to whether the school had reasonable business grounds for refusing a request under the NES for flexible working arrangements or an application to extend unpaid parental leave) remains unresolved after the parties have genuinely attempted to achieve a settlement thereofunresolved, then notification of the existence of either party may refer the dispute is to be given to the Fair Work CommissionCommission for resolution. 2.4.7 (g) The Fair Work Commission may deal with the dispute in two (2) stages:2 stages:‌ (ai) The Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) If Fair Work Commission is unable to resolve the dispute at the first stage, Fair Work Commission may then: (i) Arbitrate the dispute; and (ii) Make a determination that is binding on the parties. A decision that the Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Division 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 2.4.8 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. 2.4.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.4.10 All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Fair Work Commission with a view to the prompt settlement of the dispute; and (ii) If the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may arbitrate the dispute. 2.4.11 (h) In dealing with the dispute under clause 8.1(g), the Fair Work Commission may use the powers that are available to it under the Fair Work Act. (i) While all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. (j) Except in the case of termination, the status quo existing before the emergence of the (k) For the avoidance of doubt, any order of the Fair Work Commission (subject to the parties right of appeal under the Fair Work Act) will be final and binding on the parties to the dispute. (l) Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of refer the dispute in accordance with to the provisions Fair Work Commission. Executed for and on behalf of QUEENSLAND NURSES' UNION OF EMPLOYEES AND AUSTRALIAN NURSING AND MIDWIFERY FEDERATION - QLD BRANCH by: Branch Secretary Witness Name of Branch Secretary Name of Witness Schedule 1 – Schools Bound by Queensland Lutheran Schools Single Enterprise Agreement‌ Bethania Lutheran Primary School ▇▇ ▇▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇, ▇▇▇▇▇▇▇▇, ▇▇▇▇ ▇▇▇▇▇▇▇ Lutheran Primary School ▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇▇, ▇▇▇▇ Concordia Lutheran College ▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇, Toowoomba, ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇▇▇, ▇▇▇▇ ▇▇▇ ▇▇▇▇ ▇▇▇▇▇▇, Toowoomba, 4350 Faith Lutheran College, Plainland ▇ ▇▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇▇▇, ▇▇▇▇ Faith Lutheran College, Redlands ▇▇▇ ▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇▇ ▇▇▇▇▇, ▇▇▇▇ ▇-▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇, Thornlands, 4164 Good News Lutheran School ▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇, ▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇ Good Shepherd Lutheran College ▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇ Grace Lutheran College Corner Anzac Avenue & ▇▇▇▇▇ Road, ▇▇▇▇▇▇▇▇, ▇▇▇▇ ▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇, Caboolture, 4510 Grace Lutheran Primary School ▇▇ ▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇▇, ▇▇▇▇ ▇▇▇▇▇▇▇▇ Lutheran College ▇▇▇-▇▇▇ ▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇, ▇▇▇▇ Living Faith Lutheran Primary School Corner Brays and Ogg Roads, Murrumba Downs, 4503 LORDS ▇▇ ▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇, ▇▇▇▇▇▇▇, ▇▇▇▇ Pacific Lutheran College ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇, ▇▇▇▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇ Peace Lutheran College ▇▇▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇▇▇, ▇▇▇▇ Peace Lutheran Primary School ▇▇ ▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇, ▇▇▇▇ Prince of Peace Lutheran College ▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ West, Everton Hills, ▇▇▇▇ ▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇, Everton Hills, 4053 Redeemer Lutheran College ▇▇▇ ▇▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇▇▇, ▇▇▇▇ Redeemer Lutheran College, Biloela ▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇, Biloela, 4715 St ▇▇▇▇▇▇▇ Lutheran College ▇▇▇-▇▇▇ ▇▇▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇ St ▇▇▇▇▇ Lutheran College ▇▇▇-▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇ ▇▇▇, ▇▇▇▇ St John's Lutheran Primary School ▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇, Bundaberg, 4670 St John's Lutheran School ▇▇-▇▇ ▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇▇, ▇▇▇▇ St Paul’s Lutheran Primary School ▇▇ ▇▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇ St ▇▇▇▇▇▇ Lutheran College ▇▇ ▇▇▇▇▇ ▇▇▇▇, ▇▇▇▇▇▇▇▇▇▇▇▇▇, ▇▇▇▇ St ▇▇▇▇▇▇ Lutheran College, Springfield ▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇, ▇▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇, ▇▇▇▇ Trinity Lutheran College ▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇▇▇▇▇, 4214 641 ▇▇▇▇▇▇▇ Road, ▇▇▇▇▇▇▇, 4214 Any other Lutheran schools created within the Act. 2.4.12 So as to remove doubtQueensland District during the life of this Agreement Schedule 2 – Wages‌ Graduate Teacher $82,032 $86,136 $90,443 $94,967 Proficient 1 $85,659 $89,942 $94,440 $99,162 Proficient 2 $89,287 $93,754 $98,442 $103,365 Proficient 3 $92,911 $97,558 $102,436 $107,560 Proficient 4 $96,538 $101,367 $106,436 $111,758 Proficient 5 $100,159 $105,168 $110,427 $115,950 Proficient 6 $103,788 $108,979 $114,429 $120,153 Proficient 7 $107,414 $112,786 $118,426 $124,349 Proficient 8 $111,761 $117,352 $123,222 $129,385 Proficient 9 $115,878 $121,675 $127,761 $134,151 Highly Accomplished Teacher $125,129 $131,386 $137,955 $144,853 Lead Teacher $136,605 $143,436 $150,608 $158,138 CL1 $25,029 $26,280 $27,594 $28,974 CL2 $21,002 $22,052 $23,155 $24,313 CL3 $16,972 $17,821 $18,712 $19,648 CL4 $13,951 $14,649 $15,381 $16,150 CL5 $11,413 $11,984 $12,583 $13,212 CL6 $9,016 $9,467 $9,940 $10,437 PL1 $16,972 $17,821 $18,712 $19,648 PL2 $13,951 $14,649 $15,381 $16,150 PL3 $11,413 $11,984 $12,583 $13,212 PL4 $11,413 $11,984 $12,583 $13,212 PL5 $9,016 $9,467 $9,940 $10,437 PL6 $9,016 $9,467 $9,940 $10,437 Salary $ per annum CL1 $132,438 $139,060 $146,013 $153,314 CL2 $128,411 $134,832 $141,574 $148,653 CL3 $124,382 $130,601 $137,131 $143,988 CL4 $121,362 $127,430 $133,802 $140,492 CL5 $118,823 $124,764 $131,002 $137,552 CL6 $116,427 $122,248 $128,360 $134,778 PL1 $124,382 $130,601 $137,131 $143,988 PL2 $121,362 $127,430 $133,802 $140,492 PL3 $118,823 $124,764 $131,002 $137,552 PL4 $118,823 $124,764 $131,002 $137,552 PL5 $116,427 $122,248 $128,360 $134,778 PL6 $116,427 $122,248 $128,360 $134,778 LT2 $10,316 $10,832 $11,373 $11,942 P 82% 2046.20 53383 26.9240 33.6550 2148.50 56052 28.2700 35.3370 2255.90 58854 29.6830 37.1040 2368.70 61797 31.1670 38.9590 1 88% 2139.80 55825 28.1550 35.1940 2246.80 58617 29.5630 36.9540 2359.10 61547 31.0410 38.8010 2477.10 64625 32.5930 40.7420 1(a) 89% 2155.20 56227 28.3580 35.4470 2263.00 59039 29.7760 37.2200 2376.20 61993 31.2660 39.0820 2495.00 65092 32.8290 41.0360 2 92% 2202.60 57464 28.9820 36.2270 2312.70 60336 30.4300 38.0380 2428.30 63352 31.9510 39.9390 2549.70 66519 33.5490 41.9360 2(a) 96% 2266.90 59141 29.8280 37.2850 2380.20 62097 31.3180 39.1480 2499.20 65202 32.8840 41.1050 2624.20 68463 34.5290 43.1610 3 100% 2332.30 60847 30.6880 38.3600 2448.90 63889 32.2220 40.2780 2571.30 67083 33.8330 42.2910 2699.90 70438 35.5250 44.4060 4 110% 2529.60 65995 33.2840 41.6050 2656.10 69295 34.9490 43.6860 2788.90 72760 36.6960 45.8700 2928.30 76396 38.5300 48.1630 Registered Nurse Level 1 1st Year 2595.90 67724 34.1570 42.6960 2725.70 71111 35.8640 44.8310 2862.00 74667 37.6580 47.0720 3005.10 78400 39.5410 49.4260 2nd Year 2724.90 71090 35.8540 44.8170 2861.10 74643 37.6460 47.0580 3004.20 78377 39.5290 49.4110 3154.40 82295 41.5050 51.8820 3rd Year 2855.70 74502 37.5750 46.9690 2998.50 78228 39.4540 49.3170 3148.40 82139 41.4260 51.7830 3305.80 86245 43.4970 54.3720 4th Year 2984.90 77873 39.2750 49.0940 3134.10 81766 41.2380 51.5480 3290.80 85854 43.3000 54.1250 3455.30 90145 45.4640 56.8310 Registered Nurse Level 2 1st Year 3633.00 94781 47.8030 59.7530 3814.70 99522 50.1930 62.7420 4005.40 104497 52.7030 65.8780 4205.70 109723 55.3380 69.1730 2nd Year 3719.20 97030 48.9370 61.1710 3905.20 101883 51.3840 64.2300 4100.50 106978 53.9540 67.4420 4305.50 112326 56.6510 70.8140 3rd Year 3805.30 99276 50.0700 62.5870 3995.60 104241 52.5740 65.7170 4195.40 109454 55.2030 69.0030 4405.20 114927 57.9630 72.4540 4th Year 3892.30 101546 51.2140 64.0180 4086.90 106623 53.7750 67.2190 4291.20 111953 56.4630 70.5790 4505.80 117552 59.2870 74.1090 Registered Nurse Level 3 1st Year 4053.80 105760 53.3390 66.6740 4256.50 111048 56.0070 70.0080 4469.30 116600 58.8070 73.5080 4692.80 122430 61.7470 77.1840 2nd Year 4151.60 108311 54.6260 68.2830 4359.20 113727 57.3580 71.6970 4577.20 119415 60.2260 75.2830 4806.10 125386 63.2380 79.0480 Classifications Paid from the first full pay period after 1 July 2023 Paid from the first full pay period after 1 July 2024 Paid from the first full pay period after 1 July 2025 Paid from the first full pay period after 1 July 2026 3rd Year 4248.90 110850 55.9070 69.8830 4461.30 116391 58.7010 73.3770 4684.40 122211 61.6370 77.0460 4918.60 128321 64.7180 80.8980 4th Year 4345.80 113378 57.1820 71.4770 4563.10 119047 60.0410 75.0510 4791.30 125000 63.0430 78.8040 5030.90 131251 66.1960 82.7450 Enrolled Nurse PP2 2425.30 63274 31.9120 39.8900 2546.60 66438 33.5080 41.8850 2673.90 69759 35.1830 43.9790 2807.60 73247 36.9420 46.1780 PP3 2472.20 64497 32.5290 40.6610 2595.80 67722 34.1550 42.6940 2725.60 71108 35.8630 44.8290 2861.90 74664 37.6570 47.0710 PP4 2520.90 65768 33.1700 41.4620 2646.90 69055 34.8280 43.5350 2779.20 72507 36.5680 45.7110 2918.20 76133 38.3970 47.9970 PP5 2570.90 67072 33.8280 42.2850 2699.40 70425 35.5180 44.3980 2834.40 73947 37.2950 46.6180 2976.10 77643 39.1590 48.9490 Allowances North Division East District 5.76 6.05 6.35 6.67 In Charge Allowance 10.15 10.66 11.19 11.75 4.0% 5.0% 5.0% 5.0% Fortnightly Annual Part-time per hour Casual per hour Fortnightly Annual Part-time per hour Casual per hour Fortnightly Annual Part-time per hour Casual per hour Fortnightly Annual Part-time per hour Casual per hour LEVEL 1 Step 1 88 2139.70 55823 28.1540 35.1920 2246.70 58614 29.5620 36.9520 2359.00 61544 31.0390 38.7990 2477.00 64622 32.5920 40.7400 Step 2 90 2171.00 56639 28.5660 35.7070 2279.60 59472 29.9950 37.4930 2393.60 62447 31.4950 39.3680 2513.30 65569 33.0700 41.3370 Step 3 92 2202.60 57464 28.9820 36.2270 2312.70 60336 30.4300 38.0380 2428.30 63352 31.9510 39.9390 2549.70 66519 33.5490 41.9360 Step 4 94 2234.80 58304 29.4050 36.7570 2346.50 61218 30.8750 38.5940 2463.80 64278 32.4180 40.5230 2587.00 67492 34.0390 42.5490 LEVEL 2 Step 1 96 2266.60 59133 29.8240 37.2800 2379.90 62089 31.3140 39.1430 2498.90 65194 32.8800 41.1000 2623.80 68452 34.5240 43.1550 Step 2 99 2311.30 60300 30.4120 38.0150 2426.90 63315 31.9330 39.9160 2548.20 66480 33.5290 41.9110 2675.60 69804 35.2050 44.0070 Step 3 100 2332.30 60847 30.6880 38.3600 2448.90 63889 32.2220 40.2780 2571.30 67083 33.8330 42.2910 2699.90 70438 35.5250 44.4060 LEVEL 3 Step 1 100 2332.30 60847 30.6880 38.3600 2448.90 63889 32.2220 40.2780 2571.30 67083 33.8330 42.2910 2699.90 70438 35.5250 44.4060 Step 2 102 2372.80 61904 31.2210 39.0260 2491.40 64998 32.7820 40.9770 2616.00 68249 34.4210 43.0260 2746.80 71661 36.1420 45.1780 Step 3 107 2464.50 64296 32.4280 40.5350 2587.70 67511 34.0490 42.5610 2717.10 70886 35.7510 44.6890 2853.00 74432 37.5390 46.9240 Step 4 110 2529.40 65990 33.2820 41.6020 2655.90 69290 34.9460 43.6830 2788.70 72754 36.6930 45.8670 2928.10 76391 38.5280 48.1600 LEVEL 4 Step 1 112 2574.50 67166 33.8750 42.3440 2703.20 70524 35.5680 44.4610 2838.40 74051 37.3470 46.6840 2980.30 77753 39.2140 49.0180 Step 2 115 2641.10 68904 34.7510 43.4390 2773.20 72350 36.4890 45.6120 2911.90 75969 38.3140 47.8930 3057.50 79767 40.2300 50.2880 Step 3 118 2709.50 70688 35.6510 44.5640 2845.00 74223 37.4340 46.7930 2987.30 77936 39.3070 49.1330 3136.70 81833 41.2720 51.5900 LEVEL 5 Step 1 122 2801.20 73081 36.8580 46.0720 2941.30 76736 38.7010 48.3770 3088.40 80573 40.6370 50.7960 3242.80 84601 42.6680 53.3360 Classification Relativity Paid from the first full pay period after 1 July 2023 Paid from the first full pay period after 1 July 2024 Paid from the first full pay period after 1 July 2025 Paid from the first full pay period after 1 July 2026 4.0% 5.0% 5.0% 5.0% Fortnightly Annual Part-time per hour Casual per hour Fortnightly Annual Part-time per hour Casual per hour Fortnightly Annual Part-time per hour Casual per hour Fortnightly Annual Part-time per hour Casual per hour Step 2 125 2870.20 74881 37.7660 47.2070 3013.70 78624 39.6540 49.5670 3164.40 82556 41.6370 52.0460 3322.60 86683 43.7180 54.6480 Step 3 128 2938.00 76649 38.6580 48.3220 3084.90 80482 40.5910 50.7380 3239.10 84505 42.6200 53.2750 3401.10 88731 44.7510 55.9390 LEVEL 6 Step 1 132 3032.00 79102 39.8950 49.8680 3183.60 83057 41.8890 52.3620 3342.80 87210 43.9840 54.9800 3509.90 91570 46.1830 57.7290 Step 2 139 3197.70 83425 42.0750 52.5940 3357.60 87596 44.1790 55.2240 3525.50 91977 46.3880 57.9850 3701.80 96576 48.7080 60.8850 Step 3 146 3363.00 87737 44.2500 55.3130 3531.20 92125 46.4630 58.0790 3707.80 96733 48.7870 60.9840 3893.20 101570 51.2260 64.0330 Step 4 154 3530.60 92110 46.4550 58.0690 3707.10 96715 48.7780 60.9720 3892.50 101551 51.2170 64.0210 4087.10 106628 53.7780 67.2220 Step 5 161 3692.30 96328 48.5830 60.7290 3876.90 101144 51.0120 63.7650 4070.70 106200 53.5620 66.9520 4274.20 111510 56.2390 70.2990 LEVEL 7 Step 1 163 3742.10 97628 49.2380 61.5480 3929.20 102509 51.7000 64.6250 4125.70 107635 54.2860 67.8570 4332.00 113018 57.0000 71.2500 Step 2 166 3812.10 99454 50.1590 62.6990 4002.70 104426 52.6670 65.8340 4202.80 109647 55.3000 69.1250 4412.90 115128 58.0640 72.5810 Step 3 169 3879.80 101220 51.0500 63.8130 4073.80 106281 53.6030 67.0030 4277.50 111596 56.2830 70.3540 4491.40 117176 59.0970 73.8720 Step 4 172 3949.20 103031 51.9630 64.9540 4146.70 108183 54.5620 68.2020 4354.00 113592 57.2890 71.6120 4571.70 119271 60.1540 75.1920 Step 5 175 4017.80 104820 52.8660 66.0820 4218.70 110062 55.5090 69.3870 4429.60 115564 58.2840 72.8550 4651.10 121343 61.1990 76.4980 School Officers Special Project Allowance 164.50 172.70 181.30 190.40 North Division, the parties record that the reference to disputes or grievances in respect to any industrial matter includes disputes or grievances in relation to whether the employer had reasonable business grounds for refusing a request under the National Employment Standards for flexible working arrangements or an application to extend unpaid parental leave.East District 5.63 5.91 6.20 6.51 Step 1 $59,133 $62,089 $65,194 $68,452 Step 2 $60,847 $63,889 $67,083 $70,438 Step 1 $61,904 $64,998 $68,249 $71,661 Step 2 $65,990 $69,290 $72,754 $76,391 Step1 $67,166 $70,524 $74,051 $77,753 Step 2 $70,688 $74,223 $77,936 $81,833 Step 1 $73,081 $76,736 $80,573 $84,601 Step 2 $76,649 $80,482 $84,505 $88,731 Step 1 $79,102 $83,057 $87,210 $91,570 Step 2 $87,737 $92,125 $96,733 $101,570 Step 3 $96,328 $101,144 $106,200 $111,510 Step 1 $97,635 $102,517 $107,643 $113,025 Step 2 $101,225 $106,287 $111,601 $117,181 Step 3 $104,820 $110,062 $115,564 $121,343 Junior Resident 2139.70 55823 28.1540 35.1920 2246.70 58614 29.5620 36.9520 2359.00 61544 31.0390 38.7990 2477.00 64622 32.5920 40.7400 Step 1 2332.30 60847 30.6880 38.3600 2448.90 63889 32.2220 40.2780 2571.30 67083 33.8330 42.2910 2699.90 70438 35.5250 44.4060 Step 2 2372.80 61904 31.2210 39.0260 2491.40 64998 32.7820 40.9770 2616.00 68249 34.4210 43.0260 2746.80 71661 36.1420 45.1780 Step 3 2464.50 64296 32.4280 40.5350 2587.70 67511 34.0490 42.5610 2717.10 70886 35.7510 44.6890 2853.00 74432 37.5390 46.9240 Step 4 2529.40 65990 33.2820 41.6020 2

Procedures for Preventing and Settling Disputes. ‌The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to a single employee or to any number of employees. 2.4.1 In the event of an employee having a grievance or dispute the employee shall in the first instance attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure. 2.4.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause. 2.4.3 If the grievance or dispute is not resolved under clause 2.4.1, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within twenty-four (24) hours after the request by the employee or the employee's representative. 2.4.4 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 2.4.6. 2.4.5 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.4.3, the matter shall, in the case of a member of the union, be reported to the relevant officer of the union and the senior management of the employer or the employer's nominated industrial representative. An employee who is not a member of the union may report the grievance or dispute to senior management or the nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.4.3 will not result in resolution of the dispute. 2.4.6 If, after discussion between the parties, or their nominees mentioned in clause 2.4.5, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Fair Work Commission. 2.4.7 Fair Work Commission may deal with the dispute in two (2) stages: (a) Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) If Fair Work Commission is unable to resolve the dispute at the first stage, Fair Work Commission may then: (i) Arbitrate the dispute; and (ii) Make a determination that is binding on the parties. A decision that the Fair Work Commission makes when arbitrating a dispute is a decision for the purpose of Division 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 2.4.8 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. 2.4.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.4.10 All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Fair Work Commission with a view to the prompt settlement of the dispute. 2.4.11 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the provisions of the Act. 2.4.12 So as to remove doubt, the parties record that the reference to disputes or grievances in respect to any industrial matter includes disputes or grievances in relation to whether the employer had reasonable business grounds for refusing a request under the National Employment Standards for flexible working arrangements or an application to extend unpaid parental leave.

Procedures for Preventing and Settling Disputes. ‌The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to a single employee or to any number of employees. 2.4.1 2.3.1 In the event of an employee having a grievance or dispute the employee shall in the first instance attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure. 2.4.2 2.3.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause. 2.4.3 2.3.3 If the grievance or dispute is not resolved under clause 2.4.12.3.1, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within twenty-four (24) 24 hours after the request by the employee or the employee's representative. 2.4.4 2.3.4 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 2.4.62.3.6. 2.4.5 2.3.5 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.4.32.3.3, the matter shall, in the case of a member of the union, be reported to the relevant officer of the union and the senior management of the employer or the employer's nominated industrial representative. An employee who is not a member of the union may report the grievance or dispute to senior management or the nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.4.3 2.3.3 will not result in resolution of the dispute. 2.4.6 2.3.6 If, after discussion between the parties, or their nominees mentioned in clause 2.4.52.3.5, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Fair Work CommissionAustralia. 2.4.7 2.3.7 Fair Work Commission Australia may deal with the dispute in two (2) stages: (a) : a Fair Work Commission Australia will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) and b If Fair Work Commission Australia is unable to resolve the dispute at the first stage, Fair Work Commission Australia may then: (i) : i Arbitrate the dispute; and (ii) and ii Make a determination that is binding on the parties. (Note: If Fair Work Australia arbitrates the dispute, it may also use the powers that are available to it under the Act.) A decision that the Fair Work Commission Australia makes when arbitrating a dispute is a decision for the purpose of Division 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 2.4.8 2.3.8 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. 2.4.9 2.3.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.4.10 All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Fair Work Commission with a view to the prompt settlement of the dispute. 2.4.11 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the provisions of the Act. 2.4.12 So as to remove doubt, the parties record that the reference to disputes or grievances in respect to any industrial matter includes disputes or grievances in relation to whether the employer had reasonable business grounds for refusing a request under the National Employment Standards for flexible working arrangements or an application to extend unpaid parental leave.

Procedures for Preventing and Settling Disputes. ‌The matters to be dealt with in this procedure shall include all grievances or disputes between an employee and an employer in respect to any industrial matter and all other matters that the parties agree on and are specified herein. Such procedures shall apply to a single employee or to any number of employees. 2.4.1 2.3.1 In the event of an employee having a grievance or dispute the employee shall in the first instance attempt to resolve the matter with the immediate supervisor, who shall respond to such request as soon as reasonably practicable under the circumstances. Where the dispute concerns alleged actions of the immediate supervisor the employee/s may bypass this level in the procedure. 2.4.2 2.3.2 An employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause. 2.4.3 2.3.3 If the grievance or dispute is not resolved under clause 2.4.12.3.1, the employee or the employee's representative may refer the matter to the next higher level of management for discussion. Such discussion should, if possible, take place within twenty-four (24) 24 hours after the request by the employee or the employee's representative. 2.4.4 2.3.4 If the grievance involves allegations of unlawful discrimination by a supervisor the employee may commence the grievance resolution process by reporting the allegations to the next level of management beyond that of the supervisor concerned. If there is no level of management beyond that involved in the allegation the employee may proceed directly to the process outlined at clause 2.4.62.3.6. 2.4.5 2.3.5 If the grievance or dispute is still unresolved after discussions mentioned in clause 2.4.32.3.3, the matter shall, in the case of a member of the unionUnion, be reported to the relevant officer of the union Union and the senior management of the employer or the employer's nominated industrial representative. An employee who is not a member of the union Union may report the grievance or dispute to senior management or the nominated industrial representative. This should occur as soon as it is evident that discussions under clause 2.4.3 2.3.3 will not result in resolution of the dispute. 2.4.6 2.3.6 If, after discussion between the parties, or their nominees mentioned in clause 2.4.53.2.5, the dispute remains unresolved after the parties have genuinely attempted to achieve a settlement thereof, then notification of the existence of the dispute is to be given to the Fair Work CommissionAustralia. 2.4.7 2.3.7 Fair Work Commission Australia may deal with the dispute in two (2) 2 stages: (a) : a Fair Work Commission Australia will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing an opinion or making a recommendation; and (b) If and b if Fair Work Commission Australia is unable to resolve the dispute at the first stage, Fair Work Commission Australia may then: (i) Arbitrate : i arbitrate the dispute; and (ii) Make and ii make a determination that is binding on the parties. (Note: If Fair Work Australia arbitrates the dispute, it may also use the powers that are available to it under the Act.) A decision that the Fair Work Commission Australia makes when arbitrating a dispute is a decision for the purpose of Division Div 3 of Part 5.1 of the Act. Therefore, an appeal may be made against the decision. 2.4.8 2.3.8 Whilst all of the above procedure is being followed, normal work shall continue except in the case of a genuine safety issue. 2.4.9 2.3.9 The status quo existing before the emergence of the grievance or dispute is to continue whilst the above procedure is being followed. 2.4.10 2.3.10 All parties to the dispute shall give due consideration to matters raised or any suggestion or recommendation made by the Fair Work Commission Australia with a view to the prompt settlement of the dispute. 2.4.11 2.3.11 Discussions at any stage of the procedure shall not be unreasonably delayed by any party, subject to acceptance that some matters may be of such complexity or importance that it may take a reasonable period of time for the appropriate response to be made. If genuine discussions are unreasonably delayed or hindered, it shall be open to any party to give notification of the dispute in accordance with the provisions of the Act. 2.4.12 2.3.12 So as to remove doubt, the parties record that the reference to disputes or grievances in respect to any industrial matter includes disputes or grievances in relation to whether the employer had reasonable business grounds for refusing a request under the National Employment Standards for flexible working arrangements or an application to extend unpaid parental leave.