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

Procedures for Preventing and Settling Disputes. ‌ 10.1 If a dispute between YMCA Canberra and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, this clause 10 sets out procedures to settle the dispute. 10.2 An Employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 10. 10.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and YMCA Canberra or the relevant supervisors or managers. 10.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission. 10.5 The Fair Work Commission may deal with the dispute in two stages: (a) 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 the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. 10.6 While the parties are trying to resolve the dispute using the procedures in this clause 10: (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 YMCA Canberra to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 10.7 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 10.

Procedures for Preventing and Settling Disputes. ‌ 10.1 68.1 If a dispute between YMCA Canberra the Employer and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, this clause 10 68 sets out procedures to settle the dispute. 10.2 68.2 An Employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 1068. 10.3 68.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and YMCA Canberra the Employer or the relevant supervisors or managers. 10.4 68.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission. 10.5 68.5 The Fair Work Commission may deal with the dispute in two stages: (a) 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 the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. 10.6 68.6 While the parties are trying to resolve the dispute using the procedures in this clause 1068: (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 YMCA Canberra the Employer to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 10.7 68.7 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 1068. Pay Point 1 $23.16 $28.95 Pay Point 2 $23.91 $29.89 Pay Point 3 $24.76 $30.95 Pay Point 1 $30.46 $38.08 Pay Point 2 $31.41 $39.26 Pay Point 3 $32.37 $40.46 Pay Point 4 $33.23 $41.54 Pay Point 1 $34.04 $42.55 Pay Point 2 $35.02 $43.78 Pay Point 3 $36.50 $45.63 Pay Point 1 $39.26 $49.08 Pay Point 2 $40.29 $50.36 Pay Point 3 $41.32 $51.65 Pay Point 4 $42.25 $52.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.88 $57.35 Pay Point 3 $46.95 $58.69 Pay Point 4 $47.45 $59.31 Pay Point 1 $49.07 $61.34 Pay Point 2 $50.15 $62.69 Pay Point 3 $51.24 $64.05 Pay Point 4 $51.74 $64.68 Pay Point 1 $53.07 $66.34 Pay Point 2 $54.19 $67.74 Pay Point 3 $55.29 $69.11 Pay Point 1 $57.58 $71.98 Pay Point 2 $58.71 $73.39 Pay Point 3 $59.85 $74.81 Pay Point 1 $44.92 $56.15 Pay Point 2 $45.36 $56.70 Pay Point 3 $45.79 $57.24 Pay Point 4 $46.12 $57.65 Pay Point 1 $46.37 $57.96 Pay Point 2 $46.85 $58.56 Pay Point 3 $47.33 $59.16 Pay Point 4 $47.81 $59.76 Pay Point 5 $48.29 $60.36 Pay Point 1 $50.64 $63.30 Pay Point 2 $55.02 $68.78 1.1 Characteristics of the level (a) A person employed as a Level 1 Employee works under close direction and undertakes routine activities which require the practical application of basic skills and techniques. They may include the initial recruit who may have limited relevant experience. (b) General features of work in this level consist of performing clearly defined will be closely monitored with instruction and assistance being readily available. (c) Freedom to act is limited by standards and procedures. However, with experience, Employees at this level may have sufficient freedom to exercise judgment in the planning of their own work within those confines. (d) Positions at this level will involve Employees in extensive on-the-job training including familiarisation with the goals and objectives of the workplace. (e) Employees will be responsible for the time management of their work and required to use basic numeracy, written and verbal communication skills, and where relevant, skills required to assist with personal care and lifestyle support. (f) Supervision of other staff or volunteers is not a feature at this level. However, an experienced Employee may have technical oversight of a minor work activity. (g) At this level, Employers are expected to offer substantial internal and/or external training.

Procedures for Preventing and Settling Disputes. ‌ 10.1 91.1 If a dispute between YMCA Canberra and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, ; this clause 10 Section sets out procedures to settle the dispute. 10.2 91.2 An Employee employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 10section. 10.3 91.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee employee or Employees employees and YMCA Canberra or the relevant supervisors or and/or managers. 10.4 91.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work CommissionAustralia. 10.5 The 91.5 Fair Work Commission Australia may deal with the dispute in two stages: (a) the 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 the Fair Work Commission Australia is unable to resolve the dispute at the first stage, the Fair Work Commission Australia may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. 10.6 91.6 While the parties are trying to resolve the dispute using the procedures in this clause 10:Section; (a) an Employee employee must continue to perform their his or her work as they he or she would normally unless they have he or she has a reasonable concern about an imminent risk to their his or her health or safety; and (b) an Employee employee must comply with a direction given by YMCA Canberra the employer to perform other available work at the same workplace, or at another workplace, unless:; (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee employee to perform; or (iv) there are other reasonable grounds for the Employee employee to refuse to comply with the direction. 10.7 91.7 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission Australia in accordance with this clause 10Section.

Procedures for Preventing and Settling Disputes. ‌ 10.1 41.1 If a dispute between YMCA Canberra Communities at Work and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, this clause 10 41 sets out procedures to settle the dispute. 10.2 41.2 An Employee who is a party to the dispute may appoint a representative representative, including from an employee organisation or union, for the purposes of the procedures in this clause 1041. 10.3 41.3 In the first instance, the parties to the dispute (Disputing Parties each a Disputing Party) must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and YMCA Canberra Communities at Work or the relevant supervisors or managers, as per the Grievance Policy. 10.4 41.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute Disputing Party may refer the matter to the Fair Work Commission. 10.5 41.5 The Fair Work Commission may deal with the dispute in two stages: (a) 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 the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the partiesDisputing Parties. 10.6 41.6 While the parties Disputing Parties are trying to resolve the dispute using the procedures in this clause 1041: (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 YMCA Canberra Communities at Work to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 10.7 41.7 The parties to the dispute Disputing Parties agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 1041.

Procedures for Preventing and Settling Disputes. ‌ 10.1 48.1 If a dispute between YMCA Canberra the Employer and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, , (c) this clause 10 487 sets out procedures to settle the dispute. 10.2 48.2 An Employee who is a party to the dispute may appoint a representative representative, including from an employee organisation or union, for the purposes of the procedures in this clause 1048. 10.3 48.3 In the first instance, the parties to the dispute (Disputing Parties each a Disputing Party) must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and YMCA Canberra The Employer or the relevant supervisors or managers, as per the Grievance Policy. 10.4 48.4 If discussions at the workplace level do not resolve following discussion between an Employee and the disputeChief Executive Officer, a party to the dispute Disputing Party may refer the matter to the Fair Work Commission. 10.5 48.5 The Fair Work Commission may deal with the dispute in two stages: (a) 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 the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (ic) arbitrate the dispute; and (iid) make a determination that is binding on the partiesDisputing Parties. 10.6 48.6 While the parties Disputing Parties are trying to resolve the dispute using the procedures in this clause 1048: (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 YMCA Canberra The Employer to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 10.7 48.7 The parties to the dispute Disputing Parties agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 1048.

Procedures for Preventing and Settling Disputes. ‌ 10.1 If a dispute 23.1 Consistent with the Act, the following are the procedures for preventing and settling disputes between YMCA Canberra the employer and an Employee, or Employees, relates to: (a) a matter employee about matters arising under this Agreement; or (b) the National Employment Standards, this clause 10 sets out procedures to settle the dispute. 10.2 An Employee who is a party 23.2 The parties will seek to resolve disputes where possible without recourse to third parties. 23.3 Without prejudice to either the employer or to the dispute may appoint a representative for the purposes of the procedures in this clause 10. 10.3 In the first instanceemployees, the parties to the dispute this Agreement must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees ensure that work continues normally and YMCA Canberra or the relevant supervisors or managers. 10.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission. 10.5 The Fair Work Commission may deal with the dispute in two stages: (a) 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 the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. 10.6 While the parties are trying to resolve the dispute using the procedures in this clause 10: (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 YMCA Canberra to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to practices shall be performed; (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 10.7 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission in accordance with this Agreement. 23.4 It is the responsibility of the parties to this Agreement to take reasonable and genuine steps to prevent or settle disputes by internal discussion and, if necessary, by negotiation. In each instance the steps taken shall be timely and appropriate to the early settlement of the particular matters in dispute. 23.5 In the event of a dispute, the parties will use the process outlined in Schedule B. The process includes scope for independent mediation. 24.6 In the event that the parties are unable to resolve a dispute in a manner consistent with clause 1024.5 above, the specific matter or matters in dispute may be referred to the AIRC. 24.7 Unless the parties agree to the contrary, the AIRC shall, in responding to the matter, have regard to whether a party has applied these procedures. The regulations to the Workplace Relations Act define serious misconduct as including:  wilful or deliberate behaviour that is inconsistent with the continuation of the contract of employment;  conduct that causes imminent and serious risk to the safety of a person or the reputation, viability or profitability of the employer’s business; or  theft, fraud, assault, intoxication and refusal to carry out the lawful and reasonable instruction consistent with the contract of employment, unless the employee can show that in the circumstances the conduct did not make employment in the notice period unreasonable. Having regard for the above and the considerations contained in clause 18, the following procedure will generally be adopted in cases where Basketball ▇▇▇▇▇▇▇▇ has cause to believe that an employee has engaged in misconduct  conduct a reasonable investigation, to ascertain what view management should take of any alleged misconduct;  formulate what management alleges the employee has done or failed to do;  put the allegations of commission and omission to the employee together with any supporting documentation and give him/her a fair opportunity to be heard;  give the employee a fair opportunity to be heard on whether he or she should be dismissed, if the allegations are proven;  take into account matters not directly connected with the alleged misconduct which might mitigate the penalty;  consider other options short of dismissal such as transfer to another position in the organisation or the issuing of a final warning.

Procedures for Preventing and Settling Disputes. ‌ 10.1 58.1 If a dispute between YMCA Canberra and an Employee, or Employees, relates to: (a) a matter arising under this Agreementagreement; or (b) the National Employment Standards, ; this clause 10 term sets out procedures to settle the dispute. 10.2 58.2 An Employee employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 10term. 10.3 58.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee employee or Employees employees and YMCA Canberra or the relevant supervisors or managersand/or management. 10.4 58.4 If a dispute is not resolved under subclause 58.3, the parties to the dispute will endeavour to resolve the dispute through discussion with more senior levels of management or through alternative dispute resolution methods, where appropriate 58.5 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work CommissionFWC. 10.5 58.6 The Fair Work Commission FWC may deal with the dispute in two stages: (a) the 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 the Fair Work Commission FWC is unable to resolve the dispute at the first stage, the Fair Work Commission FWC may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. Note: If the FWC arbitrates the dispute, it may also use the powers that are available to it under the Act. A decision that the FWC 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. 10.6 58.7 While the parties are trying to resolve the dispute using the procedures in this clause 10term: (a) an Employee 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 employee must comply with a direction given by YMCA Canberra 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 work health and safety legislation would not permit the work to be performed;; or (iii) the work is not appropriate for the Employee employee to perform; or (iv) there are other reasonable grounds for the Employee employee to refuse to comply with the direction. 10.7 58.8 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission FWC in accordance with this clause 10term.

Procedures for Preventing and Settling Disputes. ‌ 10.1 65.1 If a dispute between YMCA Canberra and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, ; this clause 10 Section sets out procedures to settle the dispute. 10.2 65.2 An Employee employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 10Section. 10.3 65.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee employee or Employees employees and YMCA Canberra or the relevant supervisors or and/or managers. 10.4 65.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission. 10.5 The 65.5 the Fair Work Commission may deal with the dispute in two stages: (a) 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 the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. 10.6 65.6 While the parties are trying to resolve the dispute using the procedures in this clause 10:Section; (a) an Employee employee must continue to perform their his or her work as they he or she would normally unless they have he or she has a reasonable concern about an imminent risk to their his or her health or safety; and (b) an Employee employee must comply with a direction given by YMCA Canberra the employer to perform other available work at the same workplace, or at another workplace, unless:; (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee employee to perform; or (iv) there are other reasonable grounds for the Employee employee to refuse to comply with the direction. 10.7 65.7 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 10.Section. 1 1 $42,853.73 $43,710.80 $44,585.02 $45,476.72 $46,386.25 2 $45,051.51 $45,952.54 $46,871.59 $47,809.02 $48,765.20 3 $47,249.29 $48,194.28 $49,158.16 $50,141.33 $51,144.15 4 $49,447.08 $50,436.02 $51,444.74 $52,473.63 $53,523.11 2 1 $50,897.10 $51,915.04 $52,953.34 $54,012.41 $55,092.66 2 $52,334.83 $53,381.52 $54,449.15 $55,538.14 $56,648.90 3 $53,578.23 $54,649.80 $55,742.79 $56,857.65 $57,994.80 4 $55,013.48 $56,113.75 $57,236.03 $58,380.75 $59,548.36 3 1 $56,445.06 $57,573.96 $58,725.44 $59,899.95 $61,097.95 2 $57,881.55 $59,039.18 $60,219.97 $61,424.36 $62,652.85 3 $59,314.36 $60,500.65 $61,710.66 $62,944.88 $64,203.77 4 $60,749.62 $61,964.61 $63,203.90 $64,467.98 $65,757.34 4 1 $62,181.19 $63,424.82 $64,693.31 $65,987.18 $67,306.92 2 $63,611.54 $64,883.77 $66,181.45 $67,505.08 $68,855.18 3 $65,050.49 $66,351.50 $67,678.53 $69,032.11 $70,412.75 4 $66,482.06 $67,811.70 $69,167.94 $70,551.29 $71,962.32 5 1 $67,726.69 $69,081.23 $70,462.85 $71,872.11 $73,309.55 2 $69,159.50 $70,542.69 $71,953.55 $73,392.62 $74,860.47 3 $70,595.98 $72,007.90 $73,448.06 $74,917.02 $76,415.36 6 1 $72,983.18 $74,442.85 $75,931.70 $77,450.34 $78,999.35 2 $75,372.81 $76,880.27 $78,417.88 $79,986.23 $81,585.96 3 $77,764.93 $79,320.23 $80,906.63 $82,524.76 $84,175.26 7 1 $80,153.33 $81,756.40 $83,391.53 $85,059.36 $86,760.55 2 $82,541.76 $84,192.59 $85,876.45 $87,593.97 $89,345.85 3 $84,931.40 $86,630.03 $88,362.63 $90,129.88 $91,932.48 8 1 $87,799.47 $89,555.46 $91,346.56 $93,173.50 $95,036.97 2 $90,666.30 $92,479.62 $94,329.21 $96,215.80 $98,140.11 3 $93,534.36 $95,405.05 $97,313.15 $99,259.41 $101,244.60 9 1 $98,808.06 $100,784.23 $102,799.91 $104,855.91 $106,953.03 2 $102,608.37 $104,660.54 $106,753.75 $108,888.83 $111,066.60 3 $106,408.68 $108,536.86 $110,707.59 $112,921.74 $115,180.18 10 1 $117,049.56 $119,390.55 $121,778.36 $124,213.93 $126,698.21 11 1 $128,754.51 $131,329.60 $133,956.19 $136,635.32 $139,368.02 * Pay rates to apply from the first full pay period Level Pay point Fortnightly pay rates 1 1 $1,648.22 $1,681.18 $1,714.81 $1,749.10 $1,784.09 2 $1,732.75 $1,767.41 $1,802.75 $1,838.81 $1,875.58 3 $1,817.28 $1,853.63 $1,890.70 $1,928.51 $1,967.08 4 $1,901.81 $1,939.85 $1,978.64 $2,018.22 $2,058.58 2 1 $1,957.58 $1,996.73 $2,036.67 $2,077.40 $2,118.95 2 $2,012.88 $2,053.14 $2,094.20 $2,136.08 $2,178.80 3 $2,060.70 $2,101.92 $2,143.95 $2,186.83 $2,230.57 4 $2,115.90 $2,158.22 $2,201.39 $2,245.41 $2,290.32 3 1 $2,170.96 $2,214.38 $2,258.67 $2,303.84 $2,349.92 2 $2,226.21 $2,270.74 $2,316.15 $2,362.48 $2,409.73 3 $2,281.32 $2,326.95 $2,373.49 $2,420.96 $2,469.38 4 $2,336.52 $2,383.25 $2,430.92 $2,479.54 $2,529.13 4 1 $2,391.58 $2,439.42 $2,488.20 $2,537.97 $2,588.73 2 $2,446.60 $2,495.53 $2,545.44 $2,596.35 $2,648.28 3 $2,501.94 $2,551.98 $2,603.02 $2,655.08 $2,708.18 4 $2,557.00 $2,608.14 $2,660.31 $2,713.51 $2,767.78 5 1 $2,604.87 $2,656.97 $2,710.11 $2,764.31 $2,819.60 2 $2,659.98 $2,713.18 $2,767.44 $2,822.79 $2,879.25 3 $2,715.23 $2,769.53 $2,824.93 $2,881.42 $2,939.05 6 1 $2,807.05 $2,863.19 $2,920.45 $2,978.86 $3,038.44 2 $2,898.95 $2,956.93 $3,016.07 $3,076.39 $3,137.92 3 $2,990.96 $3,050.78 $3,111.79 $3,174.03 $3,237.51 7 1 $3,082.82 $3,144.48 $3,207.37 $3,271.51 $3,336.94 2 $3,174.68 $3,238.18 $3,302.94 $3,369.00 $3,436.38 3 $3,266.59 $3,331.92 $3,398.56 $3,466.53 $3,535.86 8 1 $3,376.90 $3,444.44 $3,513.33 $3,583.60 $3,655.27 2 $3,487.17 $3,556.91 $3,628.05 $3,700.61 $3,774.62 3 $3,597.48 $3,669.42 $3,742.81 $3,817.67 $3,894.02 9 1 $3,800.31 $3,876.32 $3,953.84 $4,032.92 $4,113.58 2 $3,946.48 $4,025.41 $4,105.91 $4,188.03 $4,271.79 3 $4,092.64 $4,174.49 $4,257.98 $4,343.14 $4,430.01 10 1 $4,501.91 $4,591.94 $4,683.78 $4,777.46 $4,873.01 11 1 $4,952.10 $5,051.14 $5,152.16 $5,255.20 $5,360.31 * Pay rates to apply from the first full pay period Level Pay point Hourly pay rates 1 1 $21.69 $22.12 $22.56 $23.01 $23.47 2 $22.80 $23.26 $23.72 $24.19 $24.68 3 $23.91 $24.39 $24.88 $25.38 $25.88 4 $25.02 $25.52 $26.03 $26.56 $27.09 2 1 $25.76 $26.27 $26.80 $27.33 $27.88 2 $26.49 $27.01 $27.56 $28.11 $28.67 3 $27.11 $27.66 $28.21 $28.77 $29.35 4 $27.84 $28.40 $28.97 $29.54 $30.14 3 1 $28.57 $29.14 $29.72 $30.31 $30.92 2 $29.29 $29.88 $30.48 $31.09 $31.71 3 $30.02 $30.62 $31.23 $31.85 $32.49 4 $30.74 $31.36 $31.99 $32.63 $33.28 4 1 $31.47 $32.10 $32.74 $33.39 $34.06 2 $32.19 $32.84 $33.49 $34.16 $34.85 3 $32.92 $33.58 $34.25 $34.94 $35.63 4 $33.64 $34.32 $35.00 $35.70 $36.42 5 1 $34.27 $34.96 $35.66 $36.37 $37.10 2 $35.00 $35.70 $36.41 $37.14 $37.88 3 $35.73 $36.44 $37.17 $37.91 $38.67 6 1 $36.93 $37.67 $38.43 $39.20 $39.98 2 $38.14 $38.91 $39.69 $40.48 $41.29 3 $39.35 $40.14 $40.94 $41.76 $42.60 7 1 $40.56 $41.37 $42.20 $43.05 $43.91 2 $41.77 $42.61 $43.46 $44.33 $45.22 3 $42.98 $43.84 $44.72 $45.61 $46.52 8 1 $44.43 $45.32 $46.23 $47.15 $48.10 2 $45.88 $46.80 $47.74 $48.69 $49.67 3 $47.34 $48.28 $49.25 $50.23 $51.24 9 1 $50.00 $51.00 $52.02 $53.06 $54.13 2 $51.93 $52.97 $54.03 $55.11 $56.21 3 $53.85 $54.93 $56.03 $57.15 $58.29 10 1 $59.24 $60.42 $61.63 $62.86 $64.12 11 1 $65.16 $66.46 $67.79 $69.15 $70.53 * Pay rates to apply from the first full pay period

Procedures for Preventing and Settling Disputes. ‌ 10.1 If a dispute 1. The following are the Dispute Resolution Procedures for preventing and settling disputes between YMCA Canberra and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, this clause 10 sets out procedures to settle the dispute. 10.2 An Employee who is a party parties to the dispute may appoint a representative for about matters arising under the purposes of Agreement or the procedures in this clause 10NES. 10.3 2. In the first instance, the parties to the a dispute must try genuinely attempt to resolve the dispute at the workplace level, level by discussions between the Employee employee or Employees employees concerned and YMCA Canberra or the their relevant supervisors or managersManager. 10.4 3. If a resolution to the dispute has not been achieved after discussions have been held in accordance with paragraph 2, the parties to the dispute will endeavour to resolve the dispute in a timely manner by either through discussions with more senior levels of management where appropriate or through alternative dispute resolution methods. 4. At all stages of the dispute the employee or employees concerned are entitled to choose to be represented and may appoint a representative of their choice, which may be the union, for the purposes of these procedures. 5. If a dispute about this Agreement is unable to be resolved at the workplace, and all appropriate steps have been taken at the workplace level do not resolve the disputelevel, a party to the dispute may refer the matter dispute to the Fair Work CommissionFWA. 10.5 The Fair Work Commission 6. FWA may deal with the dispute in two 2 stages: (a) the Fair Work Commission FWA 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 the Fair Work Commission If FWA is unable to resolve the dispute at the first stage, the Fair Work Commission FWA may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. Note: If FWA arbitrates the dispute, it may also use the powers that are available to it under the FW Act. 10.6 7. A decision that FWA makes when arbitrating a dispute is a decision for the purpose of Div 3 of Part 5.1 of the FW Act. Therefore, an appeal may be made against the decision. 8. While the parties are trying to resolve the dispute using the procedures in this clause 10term: (a) an Employee An employee must continue to perform their his or her work as they he or she would normally unless they have he or she has a reasonable concern about an imminent risk to their his or her health or safety; and (b) an Employee An employee must comply with a direction given by YMCA Canberra the Commissioner to perform other available work at the same workplace, or at another workplace, unless: (i) the The work is not safe;; or (ii) applicable occupational workplace health and safety legislation would not permit the work to be performed;; or (iii) the work is not appropriate for the Employee employee to perform; or (iv) there are other reasonable grounds for the Employee employee to refuse to comply with the direction. 10.7 9. The parties to the dispute agree to be bound by a decision made by the Fair Work Commission Australia in accordance with this clause 10term.

Procedures for Preventing and Settling Disputes. ‌ 10.1 If 14.1 Consistent with Part 13 of the Workplace Relations Act 1996, the following are the procedures for preventing and settling disputes between Geoscience Australia and its employees concerning the application or interpretation of this Agreement. 14.2 Without prejudice to either the employer or the employees, Geoscience Australia and its employees will ensure that work continues and that work practices will be in accordance with relevant Acts and agreements, and custom and practice. In instances where a dispute between YMCA Canberra and an Employeegenuine safety issue is identified, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, this clause 10 sets out procedures to settle the dispute. 10.2 An Employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 10. 10.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and YMCA Canberra or the relevant supervisors or managers. 10.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work Commission. 10.5 The Fair Work Commission may deal with the dispute in two stages: (a) the Fair Work Commission will first attempt to resolve the dispute as it considers appropriate, including by mediation, conciliation, expressing where an opinion or making a recommendation; and (b) if the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the parties. 10.6 While the parties are trying to resolve the dispute using the procedures in this clause 10: (a) an Employee must continue to perform their work as they would normally unless they have employee has a reasonable concern about an imminent risk to their his or her health and safety, the employee(s) will not be required to continue working in an unsafe environment, but will be required to undertake suitable alternative work until the issue is resolved. 14.3 It is the responsibility of Geoscience Australia and its employees to take reasonable and genuine internal steps to prevent or safety; andsettle disputes by discussion. In each instance, the steps taken shall be timely and appropriate to the early settlement of the particular matters in dispute. (b) an Employee must comply with a direction given by YMCA Canberra to perform other available work 14.4 In the first instance, disputes should be addressed at the same workplace, or at another workplace, unless: (ilocal work area level through discussions between the relevant nominated manager(s) and the work employee(s) involved. If the dispute is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work resolved or if it is not appropriate for the Employee dispute to perform; or (iv) there are other reasonable grounds be resolved there, the matter may be referred to more senior levels of management for the Employee to refuse to comply with the directionresolution. 10.7 The 14.5 If the matter cannot be resolved, the parties to the dispute and their representatives may participate in mediation conducted by an agreed mediator or refer the matter to the AIRC for conciliation and/or arbitration pursuant to section 709 of the Workplace Relations Act 1996. 14.6 For the purposes of section 711 of the Workplace Relations Act 1996, the parties agree to be bound by a that the AIRC may exercise the powers and procedures outlined in sections 110 and 111 of the Workplace Relations Act 1996. 14.7 Any decision or direction made by the Fair Work Commission AIRC shall be in accordance writing and shall be accepted by all affected persons. The parties agree to accept and comply with this any direction or determination, and agree that these are enforceable in a Court of competent jurisdiction. 14.8 Where a dispute has been arbitrated by the AIRC, a party to the dispute may, within 21 days of the decision being made, appeal to the Full Bench of the AIRC, against that decision. This is in relation to the arbitrated dispute, on the grounds that the AIRC was in error in deciding to make the decision. 14.9 Where a party to the dispute appeals against a decision of the AIRC, pursuant to clause 1014.8, a Full Bench of the AIRC may, on such terms as the Full Bench considers appropriate, direct that the operation of the whole or part of the decision be stayed pending the determination of the appeal, or until further decision, direction, recommendation or suggestion of the Full Bench. 14.10 On the hearing of the appeal, the Full Bench of the AIRC may confirm, quash or vary the decision. 14.11 An employee is entitled to be supported and/or represented at any stage of these procedures, by a person or organisation, (which may include a union), of their own choice.

Procedures for Preventing and Settling Disputes. ‌ 10.1 3.5.1 If a dispute between YMCA Canberra and an Employee, or Employees, relates to: (a) to a matter arising under this Agreement; or (b) Agreement or the National Employment StandardsNES, this clause 10 3.5 sets out procedures to settle the dispute. 10.2 3.5.2 An Employee who is a party to the dispute may appoint a representative for the purposes of the procedures in this clause 10clause. 10.3 3.5.3 In the first instance, the parties to the dispute must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and YMCA Canberra relevant supervisors and/or management. Such discussion should, if possible, take place within 24 hours after the request is made by the Employee or the relevant supervisors or managersEmployee’s representative. 10.4 3.5.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute may refer the matter to the Fair Work CommissionFWC. 10.5 3.5.5 The Fair Work Commission FWC may deal with the dispute in two 2 stages: (a) the Fair Work Commission The 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 the Fair Work Commission FWC is unable to resolve the dispute at the first stage, the Fair Work Commission FWC may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the partiesparties to the dispute. 10.6 3.5.6 A decision that the FWC 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. 3.5.7 While the parties to the dispute are trying to resolve the dispute using the procedures in this clause 10clause: (a) an Employee must continue to perform their his or her work as they he or she would normally unless they have he or she has a reasonable concern about an imminent risk to their his or her health or safety; and (b) an Employee must comply with a direction given by YMCA Canberra 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) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 10.7 3.5.8 The parties to the dispute agree to be bound by a decision made by the Fair Work Commission FWC in accordance with this clause 10clause.

Procedures for Preventing and Settling Disputes. ‌ 10.1 43.1 If a dispute between YMCA Canberra Communities at Work and an Employee, or Employees, relates to: (a) a matter arising under this Agreement; or (b) the National Employment Standards, this clause 10 43 sets out procedures to settle the dispute. 10.2 43.2 An Employee who is a party to the dispute may appoint a representative representative, including from an employee organisation or union, for the purposes of the procedures in this clause 1043. 10.3 43.3 In the first instance, the parties to the dispute (Disputing Parties each a Disputing Party) must try to resolve the dispute at the workplace level, by discussions between the Employee or Employees and YMCA Canberra Communities at Work or the relevant supervisors or managers, as per the Grievance Policy. 10.4 43.4 If discussions at the workplace level do not resolve the dispute, a party to the dispute Disputing Party may refer the matter to the Fair Work Commission. 10.5 43.5 The Fair Work Commission may deal with the dispute in two stages: (a) 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 the Fair Work Commission is unable to resolve the dispute at the first stage, the Fair Work Commission may then: (i) arbitrate the dispute; and (ii) make a determination that is binding on the partiesDisputing Parties. 10.6 43.6 While the parties Disputing Parties are trying to resolve the dispute using the procedures in this clause 1043: (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 YMCA Canberra Communities at Work to perform other available work at the same workplace, or at another workplace, unless: (i) the work is not safe; (ii) applicable occupational health and safety legislation would not permit the work to be performed; (iii) the work is not appropriate for the Employee to perform; or (iv) there are other reasonable grounds for the Employee to refuse to comply with the direction. 10.7 43.7 The parties to the dispute Disputing Parties agree to be bound by a decision made by the Fair Work Commission in accordance with this clause 1043.