Project Grievance Resolution Procedure Sample Clauses

The Project Grievance Resolution Procedure clause establishes a formal process for addressing and resolving complaints or disputes that arise during the course of a project. Typically, this clause outlines the steps that parties must follow, such as submitting grievances in writing, engaging in discussions or mediation, and adhering to specified timelines for resolution. By providing a clear and structured method for handling grievances, the clause helps prevent escalation of conflicts and ensures that issues are managed efficiently and fairly.
Project Grievance Resolution Procedure. 4.3.1 The following procedure for the avoidance or resolution of disputes will apply. The mechanism and procedures for resolving industrial disputes will include, but not be limited to, the following: (a) The Employee(s) concerned will first meet and confer with their immediate supervisor. The Employee(s) may appoint another person to act on their behalf and the Employee representative may, if the Employee(s) concerned wishes, be a union representative. The Employee representative will be given sufficient resources to represent the Employee(s) under this procedure. (b) If the matter is not resolved at such a meeting, the parties will arrange further discussions involving more senior management as appropriate. The Employee may at this stage also be represented by an Employee representative. The Company may also decide to invite a Company representative to attend. (c) If the matter remains unresolved, the Company may refer it to a more senior level of management. The Company may also decide to invite a more appropriate Company representative to attend. The Employee may also invite an Employee representative of the Employee’s choosing. 4.3.2 Throughout all stages of the procedure, all relevant facts must be clearly identified and recorded in writing. 4.3.3 Sensible time limits must be allowed for completion of the various stages of discussion. However, the parties must co-operate to ensure that the grievance resolution procedure is carried out as quickly as possible.
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Project Grievance Resolution Procedure. 16.1 In order to assist to achieve harmonious working relationships and maintain on-going service delivery by the company, regular and ongoing consultation between the employees and the Company will be required to ensure co-operation is provided. 16.2 Employees are to be encouraged to contribute to this process with the view of ensuring that work is undertaken in the most safe and productive manner and the highest quality standards. 16.3 Subject to the provisions of this sub-clause, where any questions, disputes or difficulties arise between an employee or employees and the Company, the process below shall be followed in resolving the matter. The process shall not apply to any matters that are defined as prohibited content, however so defined or referred to in the Workplace Relations Act 1996 and Workplace Relations Regulations 2006 as amended from time to time. Provided, always, that work shall continue in the usual manner without loss of time or wages and without bans and limitations so as to allow the steps below to be followed: (a) The employee or employees must first discuss any grievance with their foreperson or supervisor. (b) If the matter is unable to be resolved, the employee or employees will discuss any grievance with the Company’s senior site representative, who shall attempt to resolve the matter. (c) In the event of such discussions not resolving the grievance, the employee or employees will meet with the Company’s senior management representative and participate in direct discussions in an attempt to resolve the matter. (d) For the purposes of sub-clauses (16.3)(a), (16.3)(b) and (16.3)(c), the employee or employees may appoint another person or organisation to accompany or represent the employee or employees in relation to the grievance. (e) Emphasis will be placed on an agreed settlement of the matter. However, if the grievance remains unresolved and all agreed steps for resolving the grievance have been taken and there have been genuine attempts to resolve the matter at the workplace, the following shall occur: (i) The person who has raised the grievance shall refer the dispute to the Australian Industrial Relations Commission under Division 5 of Part 13 of the Workplace Relations Act 1996 within forty eight (48) hours; (ii) If the grievance is not referred, any employee or the company bound by the Agreement affected may refer the matter in dispute to the Australian Industrial Relations Commission; (iii) Either the employee or employees ...
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Project Grievance Resolution Procedure. 4.3.1 The following procedure for the avoidance or resolution of disputes will apply. The mechanism and procedures for resolving industrial disputes will include, but not be limited to, the following: (a) The Employee(s) concerned will first meet and confer with their immediate supervisor. The Employee(s) may appoint another person to act on their behalf and the Employee representative may, if the Employee(s) concerned wishes, be a union representative. The Employee representative will be given sufficient resources to represent the Employee(s) under this procedure. (b) If the matter is not resolved at such a meeting, the parties will arrange further discussions involving more senior management as appropriate. The Employee may at this stage also be represented by an Employee representative. The Company may also decide to invite a Company representative to attend. (c) If the matter remains unresolved, the Company may refer it to a more senior level of management. The Company may also decide to invite a more appropriate Company representative to attend. The Employee may also invite an Employee representative of the Employee’s choosing. 4.3.2 Throughout all stages of the procedure, all relevant facts must be clearly identified and recorded in writing. 4.3.3 Sensible time limits must be allowed for completion of the various stages of discussion. However, the parties must co-operate to ensure that the grievance resolution procedure is carried out as quickly as possible. 4.3.4 Whilst the parties are attempting to resolve the matter, the parties will continue to work in accordance with the Agreement and their contract of employment, unless the Employee has a reasonable concern about an imminent risk to his or her health or safety. 4.3.5 Whilst these processes are being followed, the parties will be committed to avoid stoppages of work, lockouts or other bans or limitations on the performance of work, and the Company will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices and consistent with established custom and practice at the enterprise. 4.3.6 In the event there is no agreement to refer the matter to a more senior level or it is agreed that such a reference would not resolve the matter, the parties should jointly or individually refer the matter to Commissioner ▇▇▇▇▇▇▇▇, Commissioner Cargill or Commissioner ▇▇▇▇▇▇ of the Australian Industrial Relations Commission (“Commission”) for assistance in...
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Project Grievance Resolution Procedure. Where any questions, disputes or difficulties arise, the provisions of this section shall be applied in resolving the matters. Provided, always, that work shall continue in the usual manner without loss of time or wages and without bans and limitations so as to allow the steps below to be followed:
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Project Grievance Resolution Procedure. PROTECTIVE CLOTHING, EQUIPMENT AND FOOTWEAR .............................................................................
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Project Grievance Resolution Procedure. SAFETY BOOT SUPPLY AND CLOTHING.........................................................
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Related to Project Grievance Resolution Procedure

  • Resolution Procedure a. Step 1 i. The complainant, if comfortable with that approach, may choose to speak to or correspond directly with the alleged harasser to express their feelings about the situation. ii. Before proceeding to Step 2, the complainant may approach their administrative officer, staff rep or other contact person to discuss potential means of resolving the complaint and to request assistance in resolving the matter. If the matter is resolved to the complainant's satisfaction the matter is deemed to be resolved. Refer to Article E.

  • Disputes Resolution Procedure 11.1 A major objective of this Agreement is to eliminate lost time and/or production arising out of disputes or grievances. The Parties to this Agreement are committed to complying with the terms of this procedure.

  • 000 GRIEVANCE PROCEDURE 7. 100 It is agreed that it is the spirit and intent of this Agreement to adjust grievances promptly. All grievances, including discharge for just cause, but not those pertaining to jurisdictional disputes that may arise on any work covered by this Agreement, must be initiated within fifteen (15) working days of the incident by either the employee in Step I or the Local Union in Step II and shall be handled in the following manner:

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration. 2. Upon written request of the AAUP Contract Compliance Officer, the College shall submit any requested documents in its possession which may be necessary for investigation of the grievance. The College shall deliver such documents as soon as is reasonably possible, but no later than seven (7) days after receipt of a written request. 3. Internal Steps in the Procedure a. Step One: The Director of Human Resources (1) Within thirty (30) days of when the AAUP learns of, or in the exercise of reasonable diligence should have learned of, an alleged violation of the provisions of this Agreement, the AAUP shall submit to the Director of Human Resources a completed Faculty Grievance Form or a dated, signed, written description of the grievance, clearly labeled "grievance" containing substantially the same information as provided for on the Faculty Grievance Form. (2) Within eight (8) days of receipt of the written grievance, the Director of Human Resources shall convene a meeting to discuss the grievance. Such meeting shall include the grievant(s) and/or the designated representative(s) of the AAUP and shall be scheduled at a time which is mutually convenient to the parties. (3) The Director of Human Resources shall attempt to determine the facts pertaining to the grievance and shall notify the grievant and the AAUP in writing of his/her decision within eight (8) days in a Grievance Disposition Form or in a document containing substantially the same information as contained in a Grievance Disposition Form, which shall include written details of the reasons which support the decision. (4) Within eight (8) days after receipt of the disposition of the Director of Human Resources, the AAUP may appeal the decision in writing to the College Grievance Officer, by submitting a Grievance Disposition Reaction Form or a document containing substantially the same information as contained in a Grievance Disposition Reaction Form. (5) By agreement, the parties may decide to advance the grievance to step two of the procedure, or to appeal directly to arbitration at step D(4) of this article.

  • ARTICLE GRIEVANCE PROCEDURE The parties to this Agreement are agreed that it is of the utmost importance to adjust complaints and grievances as quickly as possible. Unless agreed to by both the Company and the Union, no grievance shall be presented, the alleged circumstances of which originated or occurred, or should have come to the attention of the employee concerned, more than five (5) working days prior to its original presentation in writing at Step A grievance shall consist of a dispute concerning interpretation and/or application of any Article, Schedule or Clause in this Agreement. Should a grievance arise it shall be handled as follows. Prior to filing a formal grievance, an employee will, with the assistance of his ▇▇▇▇▇▇▇, refer the on an informal basis to his immediate Supervisor. If the grievance cannot be settled as a result of this discussion, then it may be dealt with as follows: STEP The employee shall a written grievance with his immediate Supervisor within five (5) working days of the incident giving rise to the complaint. The immediate Supervisor shall answer the grievance within five (5) working days. The grievance shall specify the Article or Articles and subsections of the Agreement of which a violation is alleged, indicate the relief sought and be signed by the employee. STEP Should the employee be dissatisfied with the disposition of the grievance at Step the grievance may be referred to the Plant Manager within five (5) working days after receipt of the immediate Supervisor's reply at Step The Plant Manager shall convene a meeting with the and Chief ▇▇▇▇▇▇▇ and shall answer the grievance in writing within five (5) working days of such meeting. STEP If no settlement is reached at Step the the Union Grievance Committee and representatives of Management shall meet to discuss the grievance within five (5) working days of receipt of the reply of the Plant Manager. The Union's National Representative will be in attendance at this meeting. If the grievance is not settled within five (5) working days it may be referred to arbitration as hereinafter provided. The Union or the Company may initiate a grievance beginning at Step of the Grievance Procedure. Such grievance shall be filed within five (5) working days of the incident giving rise to the complaint and be in the form prescribed in Step Any such grievance may be referred to arbitration under Article by either the Union in the case of a Union grievance or the Company in the case of a Company grievance. The Union may not institute a grievance directly affecting an employee or employees which such employee or employees could themselves institute and the regular Grievance Procedure shall not thereby be by-passed except where the grievance would affect the Bargaining Unit as a whole. This Clause shall not preclude a group grievance signed by a group of employees commencing at Step Any complaint or grievance which is not commenced or processed through the next stage of the Grievance or Arbitration Procedure within the time specified shall be deemed to have been dropped. However, time limits specified in the Grievance Procedure may be extended by mutual agreement in writing between the Company and the Union. An employee who has been discharged or suspended may file a written grievance at Step within five (5) working days of the discharge or suspension. In taking disciplinary action within twenty-four (24) months from the date of a suspension or dismissal (reinstatement) for a similar infraction, the Company may consider the employee's entire record preceding suspension or dismissal (reinstatement), as the case may be. In taking disciplinary action within twelve 2) months from the date of an oral or written warning for a similar infraction, the Company may consider the employee's entire record preceding the employee's oral or written warning, as the case may be.