Common use of RESOLUTION OF EMPLOYMENT RELATIONSHIP PROBLEMS Clause in Contracts

RESOLUTION OF EMPLOYMENT RELATIONSHIP PROBLEMS. An “employment relationship problem” includes: • A personal grievance • A dispute • 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. a) Where an Employment Relationship Problem arises, the parties will in the first instance seek to resolve it between the immediately affected parties. If the Employee believes that they have an employment relationship problem, they are encouraged to raise the problem with the Employer, either through their Manager or the CEO if that is not appropriate. Both parties will try and resolve the problem promptly, fairly and confidentially. b) 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 20 90 20), or a union, an advocate or a lawyer. c) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment (0800 20 90 20) 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.) d) 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. e) Where any matter comes before the Authority for determination, the Authority must normally 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. f) 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 ▇▇▇ ▇▇▇▇, but not both.

RESOLUTION OF EMPLOYMENT RELATIONSHIP PROBLEMS. An “employment relationship problem” includes: • : (a) A personal grievance • grievance (b) A dispute • 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. a) . Where an Employment Relationship Problem arises, the parties will in the first instance seek to resolve it between the immediately affected parties. If the Employee believes that they have an employment relationship problem, they are encouraged Further to raise the problem with the Employer, either through their Manager or the CEO if that is not appropriate. Both parties will try and resolve the problem promptly, fairly and confidentially.this: b(a) The Employee 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 employee manager) or outside the workplace (Ministry of Business, Innovation and Employment 0800 20 90 20), or a union, an advocate or a lawyer. c(b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment (0800 20 90 20) 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.) d) If the employment relationship problem is a personal grievance, the Employee employee must raise the grievance with the Employer 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 Employeeemployee, whichever is the latter. e) . Where any matter comes before the Authority for determination, the Authority must normally 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. f) . 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 ▇▇▇ ▇▇▇▇, but not both.

RESOLUTION OF EMPLOYMENT RELATIONSHIP PROBLEMS. ‌ 32.1 An “employment relationship problem” includes: • : (a) A personal grievance • grievance (b) A dispute • 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. a) 32.2 Where an Employment Relationship Problem arises, arises the parties will in the first instance seek to resolve it between the immediately affected parties. If the Employee believes that they have an employment relationship problem, they are encouraged Further to raise the problem with the Employer, either through their Manager or the CEO if that is not appropriate. Both parties will try and resolve the problem promptly, fairly and confidentially.this: b(a) The Employee employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the workplace work place (Employee employee manager) or outside the workplace (Ministry of Business, Innovation and Employment 0800 20 90 20), or a union, an advocate or a lawyer. c(b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment (0800 20 90 20) 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.) d) 32.3 If the employment relationship problem is a personal grievance, the Employee employee must raise the grievance with the Employer 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 Employeeemployee, whichever is the latter. e) 32.4 Where any matter comes before the Authority for determination, the Authority must normally 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. f) 32.5 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 RELATIONSHIP PROBLEMS. An “employment relationship problem” includes: • : (a) A personal grievance • grievance. (b) A dispute • 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. a) . Where an Employment Relationship Problem arises, the parties will in the first instance seek to resolve it between the immediately affected parties. If the Employee believes that they have an employment relationship problem, they are encouraged Further to raise the problem with the Employer, either through their Manager or the CEO if that is not appropriate. Both parties will try and resolve the problem promptly, fairly and confidentially.this: b(a) The Employee 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 employee manager) or outside the workplace (Ministry of Business, Innovation and Employment 0800 20 90 20), or a union, an advocate or a lawyer. c(b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment (0800 20 90 20) 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.) d) If the employment relationship problem is a personal grievance, the Employee employee must raise the grievance with the Employer 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 Employeeemployee, whichever is the latter. e) . Where any matter comes before the Authority for determination, the Authority must normally 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. f) . 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 ▇▇▇ ▇▇▇▇, but not both.

RESOLUTION OF EMPLOYMENT RELATIONSHIP PROBLEMS. 40.1 An “employment relationship problem” includes: • : (a) A personal grievance • grievance (b) A dispute • 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. a) 40.2 Where an Employment Relationship Problem arises, arises the parties will in the first instance seek to resolve it between the immediately affected parties. If the Employee believes that they have an employment relationship problem, they are encouraged Further to raise the problem with the Employer, either through their Manager or the CEO if that is not appropriate. Both parties will try and resolve the problem promptly, fairly and confidentially.this: b(a) The Employee employee is entitled to seek representation at any stage during the process. Help with an employment relations problem is available from within the workplace work place (Employee employee manager) or outside the workplace (( Ministry of Business, Innovation and Employment (MBIE) 0800 20 90 20), or a union, an advocate or a lawyer. c(b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment (0800 20 90 20) 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.) 40.3 A “personal grievance” means a claim that an employee: (a) has been unjustifiably dismissed; or (b) has had their employment, or their conditions of employment, affected to their disadvantage by some unjustifiable action by the employer; or (c) has been discriminated against their employment; or (d) has been sexually harassed in their employment; or (e) has been racially harassed in their employment; or (f) has been subjected to duress in relation to union membership or non-membership. 40.4 If the employment relationship problem is a personal grievance, the Employee employee must raise the grievance with the Employer 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 Employeeemployee, whichever is the latter. e) 40.5 Where any matter comes before the Authority for determination, the Authority must normally 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. f) 40.6 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 ▇▇▇ ▇▇▇▇, but not both.

RESOLUTION OF EMPLOYMENT RELATIONSHIP PROBLEMS. An “"employment relationship problem” " includes: • : (a) A personal grievance • grievance (b) A dispute • dispute (c) Any other problem relating to or arising out of the employment relationship but does not include Include any problem with negotiating new terms and conditions of employment. a) . Where an Employment Relationship Problem arises, the parties will in the first instance seek to seekto resolve it between the immediately affected parties. If the Employee believes that they have an employment relationship problem, they are encouraged Further to raise the problem with the Employer, either through their Manager or the CEO if that is not appropriate. Both parties will try and resolve the problem promptly, fairly and confidentially.this: b(a) The Employee 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 employee manager) or outside the workplace (Ministry of Business, Innovation and Employment 0800 20 90 20), or a union, an advocate or a lawyer. c(b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment (0800 20 90 20) or refer the matter to the Employment Relations Authority. (Both mediation and investigation Investigation by the Authority are services available for the resolution of employment relationship problems.) d) If the employment relationship problem is a personal grievance, the Employee employee must raise the grievance with the Employer 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 Employeeemployee, whichever is Is the latter. e) . Where any matter comes before the Authority for determination, the Authority must normally 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. f) . 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 RELATIONSHIP PROBLEMS. An “employment relationship problem” includes: • A personal grievance • A dispute • 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. a) Where an Employment Relationship Problem arises, the parties will in the first instance seek to resolve it between the immediately affected parties. If the Employee believes that they have an employment relationship problem, they are encouraged to raise the problem with the Employer, either through their Manager manager or the CEO if that is not appropriate. Both parties will try and resolve the problem promptly, fairly fairly, and confidentially. b) 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 20 90 20), or a union, an advocate advocate, or a lawyer. c) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment (0800 20 90 20) 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.) d) 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. The timeframe in which to raise a personal grievance due to sexual harassment is 12 months under the Employment Relations (Extended Time for Personal Grievance for Sexual Harassment) Amendment Act. e) Where any matter comes before the Authority for determination, the Authority must normally 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. f) 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 RELATIONSHIP PROBLEMS. 38.1 An “employment relationship problem” includes: • A : (i) a personal grievance • A dispute • Any grievance; (ii) a dispute; and (iii) any other problem relating to or arising out of the employment relationship but does not include any problem with negotiating the determination of new terms and conditions of employment. a) Where 38.2 If an Employment Relationship Problem arises, the parties will in the first instance seek employee wishes to resolve it between the immediately affected parties. If the Employee believes that they have an employment relationship problemraise a personal grievance for sexual harassment, they are encouraged to raise the problem with the Employer, either through their Manager or the CEO if that is not appropriate. Both parties will try and resolve the problem promptly, fairly and confidentially. b) 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 20 90 20), or a union, an advocate or a lawyer. c) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment (0800 20 90 20) 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.) d) If the employment relationship problem is a personal grievance, the Employee must raise the grievance with the Employer employer within a period 12 months of 90 days beginning with the date on which of the action alleged to amount to a personal grievance occurred occurring or came coming to the notice of the Employeeemployees notice, whichever is the latterlater. e) Where 38.3 If an employee wishes to raise any matter comes before other personal grievance, they must raise the Authority for determinationgrievance with us within 90 days of the date of the action alleged to amount to a personal grievance occurring or coming to their notice, whichever is the Authority must normally direct the matter to mediation later. 38.4 Any employment relationship problem should in the first instance. Where mediation has failed instance be raised by either party as soon as possible, so that the parties can work to resolve it. 38.5 The parties are entitled to seek advice and assistance from a chosen representative in raising and/or discussing any employment relationship problem. 38.6 If an employee wishes to raise an employment relationship problem with the employer in writing, this should cover the following points: (i) details of their grievance, dispute or been deemed inappropriate in problem; (ii) why they feel aggrieved; and (iii) what solution they seek to resolve the circumstancesgrievance, dispute or problem. 38.7 If the problem cannot be resolved internally, the Authority will then have parties can access the power Employment Relations Service run by the Ministry of Business, Innovation and Employment. The Employment Relations Service provides general information about employment rights and obligations, as well as providing mediators to investigate the matterassist parties to resolve employment relationship problems. f) 38.8 If either party believes that mediation is inappropriate, or if the employment relationship problem relates has not been resolved after using the Employment Relations Service, either party can apply to discrimination or sexual harassment, services available the Employment Relations Authority for the resolution of assistance. This is a more formal step to take. The Authority’s role is to investigate the problem include and to make a decision. 38.9 If a decision is made by the Authority and either application party is not satisfied with that decision, the party may be able to appeal the decision to the Authority for Employment Court. Following that, a party may, with leave, appeal to the resolution Court of this grievance or a complaint under Appeal and ultimately the Human Rights ▇▇▇ ▇▇▇▇, but not bothSupreme Court on questions of law.

RESOLUTION OF EMPLOYMENT RELATIONSHIP PROBLEMS. An “employment relationship problem” includes: • : (a) A personal grievance • grievance (b) A dispute • 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. a) . Where an Employment Relationship Problem arises, the parties will in the first instance seek to resolve it between the immediately affected parties. If the Employee believes that they have an employment relationship problem, they are encouraged Further to raise the problem with the Employer, either through their Manager or the CEO if that is not appropriate. Both parties will try and resolve the problem promptly, fairly and confidentially.this: b(a) The Employee 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 employee manager) or outside the workplace (Ministry of Business, Innovation and Employment 0800 20 90 20), or a union, an advocate or a lawyer. c(b) If the matter is unresolved either party is entitled to seek mediation from the Ministry of Business, Innovation and Employment (0800 20 90 20) 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.) d) If the employment relationship problem is a personal grievance, the Employee employee must raise the grievance with the Employer 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 Employeeemployee, whichever is the latter. e) . Where any matter comes before the Authority for determination, the Authority must normally 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. f) . 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.