Final Step. If after the Decision Making Leave and commitment, the problem again persists, the employee is sent a Xxxxxx letter as described below and the Xxxxxx process is followed.
Final Step. Within ten (10) working days from the expiration of the twenty (20) day period referred to in Step One, the employee may present his grievance in writing at the final level of the grievance process either by personal service, registered mail, email or fax, to the person designated by the Employer as the final level in the grievance process for the Department in which he is employed. Any settlement proposed by the Employer at level one and any reply must accompany the grievance when it is presented at the final level to the person designated as the final level. The person designated as the final level shall reply to the grievance in writing to the employee within ten (10) working days from the date the grievance was presented at the final level. Should the employee not receive a reply or satisfactory settlement of his grievance within ten (10) working days from the date on which he presented his grievance at the final level, the employee may refer his grievance to Adjudication as provided in Article 15 (Adjudication) hereof, within fifteen (15) working days of the date on which he should have received a reply from the person designated as the final level.
Final Step. If the grievance is not satisfactorily adjusted in the second step, the Chairman of the Grievance Committee of the Union or his designated representative shall present the grievance to the Final Step of the grievance procedure in writing prior to the Final Step meeting. Each Thursday from 12:00 p.m. until 4:30 p.m., a meeting will be held between the Grievance Committee and Labor Relations. On the days of these meetings, the time from 12:00 p.m. until 1:00 p.m. shall be allotted to discuss issues of mutual concern. The balance of the meeting shall be used to discuss grievances that have been referred to the Final Step, provided there are grievances to discuss. The Grievance Committee shall have an opportunity to assemble in the Conference Room forty minutes prior to the Final Step Meeting.
Final Step. If the CEOs are unable to resolve, or do not anticipate ---------- resolving, the dispute within 3 days after referral of the matter to them, the Parties will submit the Dispute to arbitration.
Final Step. If the senior executives are unable to resolve, or do not anticipate being able to resolve, the dispute pursuant to the Second Step within twenty
Final Step. If the issue has not been resolved within 30 days after the meeting of the Senior Executives (which period may be extended by mutual agreement), the parties will attempt in good faith to resolve the issue or controversy in accordance with the then-current Center for Public Resources Model Procedure for Mediation of Business Disputes. If the issue has not been resolved pursuant to that mediation procedure within 60 days of the commencement of such procedure (which period may be extended by mutual agreement), either party may terminate this Agreement upon written notice to the other party, but only with respect to that specific service center.
Final Step. If a dispute in relation to a matter arising under this agreement is unable to be resolved at the workplace, and all agreed steps for resolving it have been taken, the dispute may be referred to the Australian Industrial Relations Commission for resolution by mediation and/or conciliation and, if the dispute remains unresolved, by arbitration. If arbitration is necessary the Commission may exercise the procedural powers in relation to hearings, witnesses, evidence and submissions, which are necessary to make the arbitration effective. The decision of the member will bind the parties, subject to either party exercising a right of appeal against the decision to a Full Bench. The parties to this agreement may, in the event of a dispute appoint another person, organisation or association to accompany or represent them in relation to the dispute. Work will otherwise proceed under the conditions prevailing before the dispute arose. Where those conditions cannot be restored, then work will continue in accordance with the reasonable and lawful direction of the Employer and in accordance with the Employee’s skills, competence, training and safe work practices. Employees and their representatives who are directly involved in the matter will be released from normal duties without loss of pay to assist in case preparation and to attend the proceedings
Final Step. If a dispute in relation to a matter arising under this Agreement or the NES is unable to be resolved at the workplace and each of the prescribed Steps for resolving the dispute have been taken, the dispute may be referred to the Fair Work Commission (FWC) for resolution by mediation and/or conciliation and, if the dispute remains unresolved, by arbitration. If arbitration is necessary the FWC may exercise the procedural powers in relation to hearings, witnesses, evidence and submissions, which are necessary to make the arbitration effective. The decision of the FWC will be binding on the parties to the dispute, subject to either party exercising a right of appeal against the decision to a Full Bench of the FWC in accordance with the appeal provisions prescribed by the Fair Work Act 2009. Note 1 In order to allow for a peaceful resolution of grievances, the parties shall be committed to avoid stoppages of work, lockouts or any other bans or limitations on the performance of work while these procedures are being followed.
Final Step. If after the Decision Making Leave and commitment, the problem again persists, the employee is sent an intent to terminate notice as described below and the Xxxxxx process is followed. Intent to Terminate Notice. An intent to terminate notice must be served on the employee in person or mailed. The notice should include:
Final Step. In the event that the preceding steps have failed to resolve the dispute, either party to this Agreement may refer the dispute to the Australian Industrial Relations Commission (AIRC) for conciliation and/or arbitration pursuant to section 709 of the Act. It is the intention of the parties that in fulfilment of this clause, the AIRC shall exercise the functions and powers normally associated with private arbitration. Accordingly, the parties expressly confer upon the AIRC, the full range of conciliation and arbitration powers necessary to resolve the matter or matters in dispute. For the avoidance of doubt, the parties consent to the AIRC exercising any powers or functions reasonably incidental to the conciliation and/or arbitration of the dispute. The parties agree that any decision or determination of the AIRC under this clause shall be binding and final subject to either party exercising a right of appeal against the decision to a Full Bench. Employees and their representatives who are directly involved in the matter will be released from normal duties without loss of pay to assist in case preparation and to attend the proceedings. Both parties will meet their own legal costs and any cost charged by the AIRC for its services performed in conciliation or arbitration.
