Common use of Resolution of Employment Relations Problems Clause in Contracts

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, manager) or outside the workplace (Employment New Zealand 0800 20 90 20), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days (12 months in the case of allegations of sexual harassment) beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Employment New Zealand Department of Labour 0800 20 90 20800 863), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand the Labour Department or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993▇▇▇ ▇▇▇▇, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20800 863), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand the Labour Department or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993▇▇▇ ▇▇▇▇, but not both.

Resolution of Employment Relations Problems. ‌ An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but But does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises arises, the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) : The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place workplace (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20800 863), or a union, an advocate or a lawyer. (b) . If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand the Labour Department or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her their disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her their employment; or (d) has been sexually harassed in his/her their employment; or (e) has been racially harassed in his/her their employment; or (f) or has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where the grievance is in respect of sexual harassment the employee needs to raise their grievance within 12 months of the action occurring or the grievance coming to their notice. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993▇▇▇ ▇▇▇▇, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but But does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises arises, the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) : The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place workplace (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20800 863), or a union, an advocate or a lawyer. (b) . If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand the Labour Department or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her their disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her their employment; or (d) has been sexually harassed in his/her their employment; or (e) has been racially harassed in his/her their employment; or (f) or has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where the grievance is in respect of sexual harassment the employee needs to raise their grievance within 12 months of the action occurring or the grievance coming to their notice. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20800 863), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand the Labour Department or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993▇▇▇ ▇▇▇▇, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, manager) or outside the workplace (Employment New Zealand 0800 20 90 20), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993▇▇▇ ▇▇▇▇, but not both.

Resolution of Employment Relations Problems. ‌ An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20- ▇▇▇▇.▇▇▇▇.▇▇), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Except for personal grievances for sexual harassment when the period of time to lodge the grievance is 12 months from the when the alleged action occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.

Resolution of Employment Relations Problems. An “"employment relationship problem” " includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises arises, the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place workplace (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand (MBIE) 0800 20 90 20800 863), or a unionNZNO, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand the MBIE or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “"personal grievance” " means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union NZNO membership. (g) Adverse conduct for prohibited health and safety reason (h) That the employee's employer has failed to comply with a requirement of Part 6A; or (i) That the employee has been disadvantaged by the employee's employment agreement not being in accordance with section 67C, 67D, 67G, or 67H; or That the employee's employer has contravened section 67F or 67G(4). Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the workplace (employee manager) or outside the workplace (Ministry of Business, Innovation and Employment 0800 800 863), or a NZNO, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from the Labour Department or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) (c) If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. . (d) Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. . (e) If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, manager) or outside the workplace (Employment New Zealand 0800 20 90 20), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993▇▇▇ ▇▇▇▇, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20800 863), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand the Labour Department or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) ). A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; employment or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993▇▇▇ ▇▇▇▇, but not both.

Resolution of Employment Relations Problems. ‌ An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Employment New Zealand Department of Labour 0800 20 90 20800 863), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand the Labour Department or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993▇▇▇ ▇▇▇▇, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20- ▇▇▇▇.▇▇▇▇.▇▇), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance; (b) A dispute; (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this:: Work in Progress (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (MBIE - Ministry of Business, Innovation, and Employment New Zealand 0800 20 90 20800 863), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand the MBIE or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Except that in respect of a personal grievance related to alleged sexual harassment, this period can be up to one year.” Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.

Resolution of Employment Relations Problems. An “"employment relationship problem” " includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. 'rr-APEX & Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this:: -· ,~ DHBs Anaesthet1.c Techni.c1.ans MuIt'1- Emp Ioyer CoIIect.1ve Agreement (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20- ▇▇▇▇.▇▇▇▇.▇▇), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “"personal grievance” " means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both. rrA-PEX & DHBs Anaestheti.c Techni.ci.ans Multi.- Employer ▇▇▇▇▇▇▇▇.▇▇ Agreement Signatory Date Added

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20- ▇▇▇▇.▇▇▇▇.▇▇), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993▇▇▇ ▇▇▇▇, but not both.

Resolution of Employment Relations Problems. An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) : The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20), or a union, an advocate or a lawyer. (b) . If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days (12 months in the case of allegations of sexual harassment) beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.

Resolution of Employment Relations Problems. ‌ An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place workplace (employee, employee manager) or outside the workplace (MBIE - Ministry of Business, Innovation, and Employment New Zealand 0800 20 90 20800 863), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from Employment New Zealand the MBIE or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.

Resolution of Employment Relations Problems. ‌ An “employment relationship problem” includes: (a) A personal grievance (b) A dispute (c) Any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating new terms and conditions of employment. Where an Employment Relationship Problem arises the parties will in the first instance seek to resolve it between the immediately affected parties. Further to this: (a) The employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the work place (employee, employee manager) or outside the workplace (Ministry of Business, Innovation and Employment New Zealand 0800 20 90 20- ▇▇▇▇.▇▇▇▇.▇▇), or a union, an advocate or a lawyer. (b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment New Zealand or refer the matter to the Employment Relations Authority. (Both mediation and investigation by the Authority are services available for the resolution of employment relationship problems.) A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had his/her employment, or his/her conditions of employment, affected to his/her disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against his/her employment; or (d) has been sexually harassed in his/her employment; or (e) has been racially harassed in his/her employment; or (f) has been subjected to duress in relation to union membership. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. Where any matter comes before the Authority for determination, the Authority may must direct the matter to mediation in the first instance. Where mediation has failed or been deemed inappropriate in the circumstances, the Authority will then have the power to investigate the matter. If the employment relationship problem relates to discrimination or sexual harassment, services available for the resolution of the problem include either application to the Authority for the resolution of this grievance or a complaint under the Human Rights Act 1993, but not both.