Raising an Employment Relationship Problem Sample Clauses

Raising an Employment Relationship Problem. To raise an employment relationship problem, you should advise the Employer of the existence and nature of the problem and that you want something done about it. A personal grievance must be raised with the Employer within 90 days of the action occurring or coming to your notice, whichever is the later (s114 ERA). A written submission is preferable. You are entitled to seek the support and assistance of your union or representative at any time. Your union or other representative can act on your behalf if you so choose.
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Raising an Employment Relationship Problem. Where you consider you have an employment relationship problem you should discuss the matter with your Restaurant Manager/Franchisee at the earliest opportunity, in an endeavour to resolve the matter promptly by direct discussion. If the matter is not resolved, you should put your complaint in writing and give it to your Restaurant Manager/Franchisee. A further effort will be made to resolve the matter. In the event you are unable to resolve the matter with your Restaurant Manager/Franchisee, or you believe it is inappropriate to raise it directly with your Restaurant Manager/Franchisee because of the nature of the problem, you should contact Unite Union on 0800 UNITE or the Mediation Service of the Department of Labour (0800 800 863). A Mediator from the Mediation Service will provide you with confidential assistance appropriate for the situation.
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Raising an Employment Relationship Problem. 11.2.1 Where an employee considers they have an employment relationship problem the matter should be discussed with their manager at the earliest opportunity, in an endeavour to resolve the matter promptly by direct discussion.
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Raising an Employment Relationship Problem. Where an employee considers they have an employment relationship problem the matter should be discussed with their manager at the earliest opportunity, in an endeavour to resolve the matter promptly by direct discussion. If the matter is not resolved, the employee should put the complaint in writing to their Manager. A further effort will be made to resolve the matter. In the event the matter remains unresolved, or the employee believes it is inappropriate to raise it directly with their Manager because of the nature of the problem, the employee should contact the General Manager. Following this, if the matter still remains unresolved, then the employee should contact the Mediation Service of the Department of Labour.
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Raising an Employment Relationship Problem. ‌ To raise an employment relationship problem, you should advise the Employer of the existence and nature of the problem and that you want something done about it. A personal grievance must be raised with the Employer within 90 days of the action occurring or coming to your notice, whichever is the later (s114 ERA). A written submission is preferable. You are entitled to seek the support and assistance of your union or representative at any time. Your union or other representative can act on your behalf if you so choose. SERVICES AVAILABLE FOR RESOLUTION‌ Following is a description of the services available for the resolution of an employment relationship problem. ▪ Advise your Employer You should advise your employer of your employment relationship problem by informing your manager. If you do not feel comfortable about raising the matter directly with your manager you should inform their manager. You could also choose to have your representative approach your manager or their manager on your behalf.
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Raising an Employment Relationship Problem. If the employee thinks they have an employment relationship problem they should discuss this with their reporting manager and/or a member of the Employer's People & Culture team at the earliest opportunity in an attempt to resolve the matter quickly by direct discussion. The employee is entitled to seek advice and assistance from a Union representative in raising and discussing the problem. The employee, Employer and Union will try in good faith to resolve the problem without the need for further intervention. If the matter remains unresolved, the employee should contact the mediation service of the Ministry of Business, Innovation and Employment, which is a free mediation service which can provide assistance to help resolve the problem. All parties must co-operate in good faith with the mediator in a further effort to resolve the problem. Mediation is confidential and, if it does not resolve the problem, is without prejudice to the parties' positions. Any settlement of the problem signed by the mediator will be final and binding. The Ministry of Business, Innovation and Employment can be contacted on: 0800 800 863, or xxx.xxxxxxxxxx.xxxx.xx
Sample 1
Raising an Employment Relationship Problem. ‌ To raise an employment relationship problem, you should advise the Employer of the existence and nature of the problem and that you want something done about it. A personal grievance must be raised with the Employer within 90 days of the action occurring or coming to your notice, whichever is the later (s114 ERA). A written submission is preferable. You are entitled to seek the support and assistance of your union or representative at any time. Your union or other representative can act on your behalf if you so choose. SERVICES AVAILABLE FOR RESOLUTION‌ Following is a description of the services available for the resolution of an employment relationship problem. ▪ ADVISE YOUR EMPLOYER You should advise your employer of your employment relationship problem by informing your manager. If you do not feel comfortable about raising the matter directly with your manager you should inform their manager. You could also choose to have your representative approach your manager or their manager on your behalf. ▪ XXXXXX UNIVERSITY MEDIATION SERVICE The University provides a mediation service to assist staff with resolving issues that arise in the workplace. A trained mediator will help the parties to resolve the problem, but does not make a decision as to who is right or wrong. ▪ DEPARTMENT OF LABOUR MEDIATION SERVICE The Department of Labour runs a Mediation Service to support all employment relationships. This Service provides general information about employment rights and obligations as well as mediators to assist parties to resolve employment relationship problems. The phone number is in the Public Telephone Directory under “Labour, Department of”.
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Related to Raising an Employment Relationship Problem

  • Resolving an Employment Relationship Problem The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI Te Riu Roa field officer for advice and representation. Employers should contact NZSTA or other adviser/representative of choice.

  • EMPLOYMENT RELATIONSHIP PROBLEMS What is an Employment Relationship Problem? It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement.

  • Employment Relationship Employment with the Company is for no specific period of time. Your employment with the Company will be “at will,” meaning that either you or the Company may terminate your employment at any time and for any reason, with or without cause. Any contrary representations that may have been made to you are superseded by this letter agreement. This is the full and complete agreement between you and the Company on this term. Although your job duties, title, compensation and benefits, as well as the Company’s personnel policies and procedures, may change from time to time, the “at will” nature of your employment may only be changed in an express written agreement signed by you and a duly authorized officer of the Company (other than you).

  • No Employment Relationship Whether or not any Options are to be granted under this Plan shall be exclusively within the discretion of the Plan Administrator, and nothing contained in this Plan shall be construed as giving any person any right to participate under this Plan. The grant of an Option shall in no way constitute any form of agreement or understanding binding on the Company or any Related Company, express or implied, that the Company or any Related Company will employ or contract with an Optionee, for any length of time, nor shall it interfere in any way with the Company’s or, where applicable, a Related Company’s right to terminate Optionee’s employment at any time, which right is hereby reserved.

  • EMPLOYMENT RELATIONSHIPS The ORGANIZATION, its employees, volunteers or agents performing under this Agreement are not deemed to be employees of the COUNTY, nor volunteers or agents of the COUNTY in any manner whatsoever. No officer, employee, volunteer or agent of the ORGANIZATION will hold themselves out as, or claim to be, an officer, employee, volunteer or agent of the COUNTY by reason hereof, nor will they make any claim, demand or application to or for any right or privilege applicable to an officer, employee volunteer or agent of the COUNTY. The parties agree that the COUNTY will not be responsible for the payment of any industrial insurance premiums or related claims or other benefits that may arise during the performance of services under this Agreement for any ORGANIZATION employee or volunteer, or for any consultant’s, contractor’s or subcontractor’s employee(s) or agent(s) that has been retained by the ORGANIZATION.

  • Our Relationship With You We are an independent contractor for all purposes, except that we act as your agent with respect to the custody of your funds for the Service. We do not have control of, or liability for, any products or services that are paid for with our Service. We also do not guarantee the identity of any user of the Service (including but not limited to recipients to whom you send payments).

  • Outside Employment Employees may engage in other employment outside of their State working hours so long as the outside employment does not involve a conflict of interest with their State employment. Whenever it appears that any such outside employment might constitute a conflict of interest, the employee is expected to consult with his/her appointing authority or other appropriate agency representative prior to engaging in such outside employment. Employees of agencies where there are established procedures concerning outside employment for the purpose of insuring compliance with specific statutory restrictions on outside employment are expected to comply with such procedures.

  • Leave When Employment Terminates 31.7.1 Except as provided in sub-clause 31.7.3, when the employment of an employee is terminated for any reason, the employee or his estate shall, in lieu of earned but unused vacation leave, be paid an amount equal to the product obtained by multiplying the number of days of earned but unused vacation leave by the daily rate of pay applicable to the employee immediately prior to the termination of his employment.

  • Secondary Employment A. For any employee entitled to disability leave, the employer shall pay the covered employee compensation in accordance with section 10.2 governing disability leave.

  • INDEPENDENT RELATIONSHIP This Agreement is not intended to constitute, create, give effect to or otherwise recognize a joint venture, partnership, or formal business organization, or agency agreement of any kind, and the rights and obligations of the Parties shall be only those expressly set forth herein.

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