Consultation and Dispute Resolution Sample Clauses

Consultation and Dispute Resolution. CONSULTATION CLAUSE

Consultation and Dispute Resolution. CONSULTATION REGARDING CHANGE This term applies if the Employer: has made a definite decision to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the Employees; or proposes to introduce a change to the regular roster or ordinary hours of work of Employees. For a major change referred to in (a)(i): the Employer must notify the relevant employees of the decision to introduce the major change; and subclauses (c) to (i) apply. The relevant Employees may appoint a representative for the purposes of the procedures in this term. A representative may include the ▇▇▇. If: a relevant Employee appoints, or relevant employees appoint, a representative for the purposes of consultation; and the Employee or employees advise the Employer of the identity of the representative; the Employer must recognise the representative. As soon as practicable after making its decision, the Employer must: discuss with the relevant Employees: (1) the introduction of the change; and (2) the effect the change is likely to have on the Employees; and (3) measures the Employer is taking to avert or mitigate the adverse effect of the change on the Employees; and for the purposes of the discussion--provide, in writing, to the relevant employees: (1) all relevant information about the change including the nature of the change proposed; and (2) information about the expected effects of the change on the employees; and (3) any other matters likely to affect the employees. However, the Employer is not required to disclose confidential or commercially sensitive information to the relevant Employees. The Employer must give prompt and genuine consideration to matters raised about the major change by the relevant Employees. If a term in this Agreement provides for a major change to production, program, organisation, structure or technology in relation to the enterprise of the Employer, the requirements set out in (b)(i) and subclauses (c) and (e) are taken not to apply. In this term, a major change is likely to have a significant effect on employees if it results in the termination of the employment of Employees; or major change to the composition, operation or size of the Employer's workforce or to the skills required of Employees; or the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or the alteration of hours of work; or the need to ret...

Consultation and Dispute Resolution. C18 Where there is a need for consultation or where disputes arise between the UK Government and the devolved administrations on the matters covered by this Concordat, the majority of matters should be capable of being handled routinely among officials of the Departments in question. Where it proves impossible to reach a consensus between officials disputes, except those to which paragraphs C7-C9 apply, will be resolved via the mechanisms outlined in agreement A3 of this Memorandum of Understanding.

Consultation and Dispute Resolution. The Parties shall promptly consult, at the request of any of them, on any question arising out of the interpretation or application of this Agreement. Any disputes concerning the interpretation or application of this Agreement shall be settled through consultation between the Parties.

Consultation and Dispute Resolution. The parties are committed to minimising the amount of lost-time or production arising out of disputes or grievances, and to resolving any disputes by consultation and cooperation. The parties commit themselves to: • Resolving any disputes without recourse to industrial action; and • Accepting decisions of the WorkCover Authority. Accordingly, the following procedures will be followed at all times: (i) In the first instance the parties will genuinely attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor and, if such discussions do not resolve the dispute, by discussions between the employee or employees concerned and more senior levels of management as appropriate. (ii) A party to the dispute may appoint another person, organisation or association to accompany or represent them in relation to the dispute. (iii) If the matter remains unresolved at stage (i) the Employee(s) may refer the matter to their appointed representative who will discuss it with Senior Management. (iv) If a dispute in relation to a matter arising under this agreement is unable to be resolved at the workplace, and steps (i) and (iii) has been taken, the dispute may be referred to the Australian Industrial Relations Commission for resolution by mediation or conciliation. (v) It is a term of this agreement that while the dispute resolution procedure is being conducted work shall continue normally unless an employee has a reasonable concern about an imminent risk to his or her health or safety. The above procedures will apply in the event of a safety issue. In such an event, normal work will continue in areas other than the area subject of the dispute, and Employees in that area will be relocated to other areas/sites. Training or other appropriate activities may be undertaken until the matter is resolved. No Employee will be allowed to work in an unsafe area other than for safety rectification purposes.

Consultation and Dispute Resolution. Consultative Arrangements 2.1 Consultation Regarding Major Workplace Change 2.2 Workload/Intensity of Work (Managing Significant Change) 2.3 Procedures for Preventing and Settling Disputes 2.4 Agreement Flexibility 2.5

Consultation and Dispute Resolution. 9 Consultation

Consultation and Dispute Resolution. CONSULTATIVE MECHANISM AND PROCEDURES

Consultation and Dispute Resolution. 11 CONSULTATIVE MECHANISM AND PROCEDURES 11.1 A Joint Consultative Committee (JCC or REFAC) has been established to discuss the application of the Agreement or other matters as agreed between the parties and the Association. 11.2 The JCC will work on outcomes and implementation strategies that on balance will be beneficial to both the Flight Attendant and the Company. 11.3 Once the Company has made a definite decision on matters of major change to production, program, organisation, structure, or technology in relation to its enterprise and the change is likely to have a significant effect on Flight Attendants of the Company, the Company must notify the relevant Flight Attendant, the JCC, the Association and where advised by the Flight Attendant, the Flight Attendants representative. 11.4 The relevant Flight Attendant may appoint a representative for the purposes of the procedure in this clause. 11.5 If: (a) a relevant Flight Attendant appoints, or relevant Flight Attendants appoint, a representative for the purposes of consultation as set out in this clause; and (b) the Flight Attendant or Flight Attendants advise the Company of the identity of the representative; the Company must recognise the representative. 11.6 As soon as practicable, the Company: (a) must discuss with the relevant Flight Attendants and where advised, their representative: (i) the introduction of the change; and (ii) the effect the change is likely to have on the Flight Attendants; and (iii) measures the Company is taking to avert or mitigate the adverse effect of the change on the Flight Attendants; and (b) for the purposes of the discussion, provide, in writing, to the relevant Flight Attendants and where advised, their representative: (i) all relevant information about the change including the nature of the change proposed; and (ii) information about the expected effects of the change on the Flight Attendants; and (iii) any other matters likely to affect the Flight Attendants. However, the Company is not required to disclose confidential or commercially sensitive information to the relevant Flight Attendants, the JCC or their representative. 11.7 The Company must give prompt and genuine consideration to matters raised about the major change by the relevant Flight Attendants. 11.8 A major change is likely to have significant effect on Flight Attendants if it results in, but it is not limited to, the following: (a) The termination of the employment of Flight Attendants; (b) Major chan...