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

Procedures for Preventing and Settling Disputes. 12.1 Consistent with section 170LT(8) 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.‌ 12.2 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 genuine safety issue is identified, employees 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. 12.3 It is the responsibility of Geoscience Australia and its employees to take reasonable and genuine internal steps to prevent or settle disputes by discussion. In each instance, the steps taken shall be timely and appropriate to the early settlement of the particular matters in dispute. 12.4 In the first instance, disputes should be addressed at the local work area level through discussions between the relevant nominated manager and the staff member(s) involved. If the dispute is not resolved or if it is not appropriate for the dispute to be resolved there, the matter may be referred to more senior levels of management for resolution. If the dispute is still unresolved, it may be referred to the Workplace Relations Committee, which may make a recommendation to the Chief Executive Officer. 12.5 In the event that the dispute is unable to be resolved after following the steps in Clause 12.4 above, the specific matter or matter(s) in dispute may be referred to the AIRC by the parties to the dispute. 12.6 Consistent with section 170LW of the Workplace Relations Act 1996, the AIRC, by this Agreement, is empowered to settle the matter in dispute, unless otherwise specified in this Agreement. 12.7 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. ‌ 12.1 Consistent with section 170LT(8) 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.‌Agreement. 12.2 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 acts and agreements, and custom and practice. In instances where a genuine safety issue is identified, employees 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. 12.3 It is the responsibility of Geoscience Australia and its employees to take reasonable and genuine internal steps to prevent or settle disputes by discussion. In each instance, the steps taken shall be timely and appropriate to the early settlement of the particular matters in dispute. 12.4 In the first instance, disputes should be addressed at the local work area level through discussions between the relevant nominated manager and the staff member(s) involved. If the dispute is not resolved or if it is not appropriate for the dispute to be resolved there, the matter may be referred to more senior levels of management for resolution. If the dispute is still unresolved, it may be referred to the Workplace Relations Committee, which may make a recommendation to the Chief Executive Officer. 12.5 In the event that the dispute is unable to be resolved after following the steps in Clause 12.4 above, the specific matter or matter(s) in dispute may be referred to the AIRC by the parties to the dispute. 12.6 Consistent with section 170LW of the Workplace Relations Act 1996, the AIRC, by this Agreement, is empowered to settle the matter in dispute, unless otherwise specified in this Agreement. 12.7 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.