Clarify the problem Sample Clauses
The 'Clarify the problem' clause serves to explicitly define the issue or dispute that the agreement or document is addressing. In practice, this clause outlines the specific circumstances, facts, or disagreements that have led to the need for the contract or resolution process, ensuring all parties have a shared understanding of the matter at hand. By clearly stating the problem, this clause helps prevent misunderstandings and sets a focused scope for any subsequent negotiations or solutions, thereby promoting efficiency and reducing the risk of future disputes over the nature of the issue.
Clarify the problem. 11.3.1 If either the board or the principal (the parties) feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding.
11.3.2 Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of others and to protect confidential information belonging to the board. For example:
11.3.2.1 The principal could seek information or support from: • their union • friends and family • a lawyer or an employment relations consultant.
11.3.2.2 The board could seek information or support from: • The New Zealand School Trustees Association Industrial Advisory Service • a lawyer or an employment relations consultant.
11.3.2.3 Either party could seek information or support from: • The Ministry of Business, Innovation and Employment (MBIE) on 0800 20 90
Clarify the problem. If either the employee or the employer feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. The employee might want to discuss a situation with someone else to clarify whether a problem exists, but4 in doing so should take care to respect the privacy of other employees and managers, and to protect confidential information belonging to the employer. For example, the employee could seek information from: The NZPFU friends and family the Employment Relations Info-line on 0800 800 863 or on its website at ▇▇▇.▇▇▇.▇▇▇.▇▇▇▇.▇▇ pamphlets/fact sheets from the Employment Relations Service a lawyer, a community law centre or an employment relations consultant.
Clarify the problem i. If either the Employer or the Employee feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding.
ii. An Employee may want to discuss a situation with someone else to clarify whether a problem exists, but in doing so the Employee should take care to respect the privacy of other Employees and managers, and to protect confidential information belonging to the Employer. For example, the Employee could seek information from: • the Employee's delegate / union, a lawyer, a community law centre or an employment relations consultant; • friends and family; and • the Employment Mediation Services, a section of the Ministry of Business, Innovation and Employment on 0800 800 863 or on its website at ▇▇▇▇▇://▇▇▇.▇▇▇▇▇▇▇▇▇▇.▇▇▇▇.▇▇/resolving-problems/ pamphlets/fact sheets from the Ministry of Business, Innovation and Employment.
Clarify the problem. If either the employee or WelTec feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. The employee might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so should take care to respect the privacy of other employees and managers, and to protect confidential information belonging to WelTec, subject to the provisions of the Protected Disclosures Act 2001. For example, the employee could seek information from: • TIASA • the Employment Relations Info-line on 0800 800 863 or on its website at ▇▇▇.▇▇▇.▇▇▇.▇▇▇▇.▇▇ • Pamphlets/fact sheets from the Employment Relations Service.
Clarify the problem. 11.3.1 If either the board or the principal (the parties) feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding.
11.3.2 Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of others and to protect confidential information belonging to the board. For example:
11.3.2.1 The principal could seek information or support from: Their union Friends and family A lawyer or an employment relations consultant.
11.3.2.2 The board could seek information or support from: The New Zealand School Trustees Association Industrial Advisory Service A lawyer or an employment relations consultant.
11.3.2.3 Either party could seek information or support from: The Ministry of Business, Innovation and Employment (MBIE) on 0800 20 90 20. The Ministry's Employment Relations Service's website(external link) Pamphlets/fact sheets from MBIE.
Clarify the problem. If either the Employer or Employee feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of other employees and managers, and to protect confidential information belonging to the Employer. For example, the Employee could seek information from: • Friends and family; • The Employment Relations Info-line on 0800 800 863 or on its website at ▇▇▇.▇▇▇.▇▇▇.▇▇▇▇.▇▇; • Pamphlets/fact sheets from the Employment Relations Service; and • Their union (if they are a union member), a lawyer, a community law centre or an employment relations consultant. If either party considers that there is a problem, it should be raised as soon as possible. This can be done in writing or verbally. Provided the Employee feels comfortable doing so, they should ordinarily raise the problem with their direct manager. Otherwise the problem can be raised with another appropriate manager. A meeting will usually then be arranged where the problem can be discussed. The Employee should feel free to bring a support person with them to the meeting if they wish. The parties will then try to establish the facts of the problem and discuss possible solutions. If the parties are not able to resolve the problem by talking to each other, a number of options exist. • Either party can contact the Employment Relations Infoline, who can provide information and/or refer the parties to mediation. • Depending on the nature of the problem, the issues involved may also be ones that the Labour Inspectors, employed by the Department of Labour can assist with, i.e., minimum statutory entitlements such as holiday, leave or wages provision. • Either party can take part in mediation provided by the Employment Relations Service (or the parties can agree to get an independent mediator). If the parties reach agreement, a mediator provided by the Employment Relations Service can sign the agreed settlement, which will then be binding on the parties. The parties can both agree to have the mediator provided by the ERS decide the problem, in which case that decision will be binding. If mediation does not resolve the problem, either party can refer the problem to the Employment Relations Authority for investigation. The Authority can direct the ...
Clarify the problem. 11.3.1 If either the board or the principal (the parties) feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding.
11.3.2 Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of others and to protect confidential information belonging to the board. For example:
11.3.2.1 The principal could seek information or support from: • their union • friends and family • a lawyer or an employment relations consultant.
11.3.2.2 The board could seek information or support from: • The New Zealand School Trustees Association Industrial Advisory Service • a lawyer or an employment relations consultant.
11.3.2.3 Either party could seek information or support from: • The Department of Labour on 0800 20 90 20 or on its website at ▇▇▇.▇▇▇.▇▇▇▇.▇▇/▇▇/▇▇▇▇▇▇▇▇▇▇▇▇▇▇▇/▇▇▇▇▇.▇▇▇ • Pamphlets/fact sheets from the Department of Labour
Clarify the problem. 11.3.1 If either the board or the principal (the parties) feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding.
11.3.2 Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of others and to protect confidential information belonging to the board. For example:
11.3.2.1 The principal could seek information or support from: • their union • friends and family • a lawyer or an employment relations consultant.
11.3.2.2 The board could seek information or support from: • The New Zealand School Trustees Association Industrial Advisory Service • a lawyer or an employment relations consultant.
11.3.2.3 Either party could seek information or support from: • The Ministry of Business, Innovation and Employment (MBIE) on 0800 20 90 20. The Ministry’s Employment Relations Service’s internet address is ▇▇▇▇://▇▇▇▇▇▇▇▇▇▇.▇▇▇▇.▇▇/er/ solving problems • Pamphlets/fact sheets from MBIE.
Clarify the problem. If either the Employer or the Employee feels that there may be a problem in their employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding.
Clarify the problem. If either the employer or employee feels that there may be a problem in the employment relationship, the first step is to check the facts and make sure there really is a problem, and not simply a misunderstanding. Either party might want to discuss a situation with someone else to clarify whether a problem exists, but in doing so they should take care to respect the privacy of other Employees and managers, and to protect confidential information belonging to the Employer. For example, the employee could seek information from: ▪ friends and family ▪ the Ministry of Business, Innovation and Employment Contact Centre on ▇▇▇▇ ▇▇ ▇▇ ▇▇ or on its website at ▇▇▇.▇▇▇▇▇▇▇▇▇▇.▇▇▇▇.▇▇/▇▇/ ▪ pamphlets/fact sheets from the Ministry of Business, Innovation and Employment, their union (if they are a member of a service organisation), a lawyer, a community law centre or an employment relations consultant.