Common use of GRIEVANCE RESOLUTION PROCEDURE Clause in Contracts

GRIEVANCE RESOLUTION PROCEDURE. 25.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 25.2 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 25.3 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of their choosing if applicable. (iii) If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer's Manager or Site Manager or a duly appointed company nominee. (iv) If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 25.4 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least (7) calendar days being allowed for stages i to iv). 25.5 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. 25.6 While the dispute settlement procedures are being followed the parties are to ensure that: (a) Industrial action does not take place (b) The circumstances that existed prior to the dispute prevail (c) Work is to continue as normal without detriment to any of the parties

GRIEVANCE RESOLUTION PROCEDURE. 25.1 12.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 25.2 . It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 25.3 12.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of their choosing if applicable. (iii) If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer's Manager or Site Manager or a duly appointed company nominee. (iv) If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 25.4 12.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least (7) calendar days being allowed for stages i 1 to iv4). 25.5 12.4 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. 25.6 12.5 While the dispute settlement procedures are being followed the parties are to ensure that: (ai) Industrial action does not take place (bii) The circumstances that existed prior to the dispute prevail (ciii) Work is to continue as normal without detriment to any of the parties

GRIEVANCE RESOLUTION PROCEDURE. 25.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised utilized when all other options and steps in the process have been exhausted. 25.2 . It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 25.3 . In the event of issues arising relative to this Workplace Collective Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect effect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed:. (i) The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an and/or employee representative of their choosing if applicable. (iii) If the matter is still not settled, then a conference shall be held between the employee or employee and employee’s representative if applicable together with the employer's ’s Manager or Site Manager or a duly appointed company nominee. (iv) If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliationmediation by a member of the Commission agreed by the employer and the relevant employees or their representative. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 25.4 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least seven (7) calendar days being allowed for stages i 1 to iv4). 25.5 . Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. 25.6 . While the dispute settlement procedures are being followed the parties are to ensure that: (ai) Industrial action does not take place. (bii) The circumstances that existed prior to the dispute prevail. (ciii) Work is to continue as normal without detriment to any of the parties.

GRIEVANCE RESOLUTION PROCEDURE. 25.1 12.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 25.2 . It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 25.3 12.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) If the matter is not resolved within 24 hours, then discussion should be conducted with senior management management, the employee and the employee or an employee nominated representative of their choosing if applicable. (iii) If the matter is still not settled, then a conference shall be held between the employee, an employee or nominated representative chosen by the employee representative if applicable together with and the employer's Manager or Site Manager or a duly appointed company nominee. (iv) If the matter cannot be settled by a conference between the partiesconference, the employer or the employee or employee and their nominated representative if applicable may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose conciliation or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code)arbitration. 25.4 12.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least (7) calendar days being allowed for stages i 1 to iv4). 25.5 12.4 Work shall continue normally while this process is being followed. No party one shall be prejudiced simply by the fact that work continued whilst the above process was being followed. This procedure shall not prevent the employer, employer or the employee or employee representativeemployee, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. 25.6 12.5 While the dispute settlement procedures are being followed the parties are to ensure that: (ai) Industrial action does not take place (bii) The circumstances that existed prior to the dispute prevail (ciii) Work is to continue as normal without detriment to any of the parties

GRIEVANCE RESOLUTION PROCEDURE. 25.1 9.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 25.2 . It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 25.3 9.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of their choosing if applicable. (iii) If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer's Manager or Site Manager or a duly appointed company nominee. (iv) If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 25.4 9.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least (7) calendar days being allowed for stages i 1 to iv4). 25.5 9.4 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. 25.6 9.5 While the dispute settlement procedures are being followed the parties are to ensure that: (ai) Industrial action does not take place (bii) The circumstances that existed prior to the dispute prevail (ciii) Work is to continue as normal without detriment to any of the parties

GRIEVANCE RESOLUTION PROCEDURE. 25.1 11.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 25.2 . It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 25.3 11.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) If the matter is not resolved within 24 hours, then discussion should be conducted with senior management management, the employee and the employee or an employee nominated representative of their choosing if applicable. (iii) If the matter is still not settled, then a conference shall be held between the employee, an employee or nominated representative chosen by the employee representative if applicable together with and the employer's Manager or Site Manager or a duly appointed company nominee. (iv) If the matter cannot be settled by a conference between the partiesconference, the employer or the employee or employee and their nominated representative if applicable may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose conciliation or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code)arbitration. 25.4 11.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least (7) calendar days being allowed for stages i 1 to iv4). 25.5 11.4 Work shall continue normally while this process is being followed. No party one shall be prejudiced simply by the fact that work continued whilst the above process was being followed. This procedure shall not prevent the employer, employer or the employee or employee representativeemployee, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. 25.6 11.5 While the dispute settlement procedures are being followed the parties are to ensure that: (ai) Industrial action does not take place (bii) The circumstances that existed prior to the dispute prevail (ciii) Work is to continue as normal without detriment to any of the parties 11.6 Any outcome determined by the Australian Industrial Relations Commission cannot be inconsistent with the Australian Government National Code of Practice for the Construction Industry and Implementation Guidelines or inconsistent with legislative obligations.

GRIEVANCE RESOLUTION PROCEDURE. 25.1 10.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 25.2 . It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 25.3 10.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of their choosing if applicable. (iii) If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer's Manager or Site Manager or a duly appointed company nominee. (iv) If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. (v) If the grievance concerns an OH&S issue, the employer has the right to direct the employees to undertake alternative duties while the grievance is being dealt with. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 25.4 10.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least (7) calendar days being allowed for stages i 1 to iv4). 25.5 10.4 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. 25.6 10.5 While the dispute settlement procedures are being followed the parties are to ensure that: (ai) Industrial action does not take place (bii) The circumstances that existed prior to the dispute prevail (ciii) Work is to continue as normal without detriment to any of the parties 11.1 Superannuation payments will be made monthly into a complying fund of the employee’s choice. If a superannuation fund is not nominated within one week of commencement the funds will be paid into a default fund at the employer’s discretion. Contributions made by the employer will be in accordance with the Superannuation Guarantee (Administration) Act which is currently 9% of ordinary times earnings. 11.2 Ordinary time earnings for the purposes of clause 11.1 means the actual ordinary time rate of pay the employee receives for ordinary hours of work including shift loading, skill allowances and leading hand allowances, where applicable. The term includes any over award payment as well as casual rates received for ordinary hours of work. Ordinary time earnings shall not include overtime, disability allowances, commission and bonuses, lump sum payments made as a consequence of the termination of employment, annual leave loading, penalty rates for public holiday work, fares and travelling time allowances or any other extraneous payments of a like nature. 11.3 An employee may elect to make voluntary contributions via salary sacrifice subject to Australian Taxation Office Rules. 11.4 The employer will forward, on behalf of the employee the appropriate amount as stipulated in clauses 11.1, 11.2 and 11. 3 above, directly to the employee’s superannuation fund on no less than a monthly basis.

GRIEVANCE RESOLUTION PROCEDURE. 25.1 10.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 25.2 . It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 25.3 10.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of their choosing if applicable. (iii) If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer's Manager or Site Manager or a duly appointed company nominee. (iv) If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 25.4 10.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least (7) calendar days being allowed for stages i 1 to iv4). 25.5 10.4 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. 25.6 10.5 While the dispute settlement procedures are being followed the parties are to ensure that: (ai) Industrial action does not take place (bii) The circumstances that existed prior to the dispute prevail (ciii) Work is to continue as normal without detriment to any of the parties 11.1 Superannuation payments will be made monthly into a complying fund of your choice. If a superannuation fund is not nominated within one week of commencement the funds will be paid into a default fund at the Company’s discretion. 11.2 Employer contributions of 9% of ordinary times earning will be paid on behalf of each eligible employee to a complying fund in accordance with the Superannuation Guarantee (Administration)

GRIEVANCE RESOLUTION PROCEDURE. 25.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised utilized when all other options and steps in the process have been exhausted. 25.2 . It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 25.3 . In the event of issues arising relative to this Workplace Certified Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect effect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed:. (i) The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an and/or employee representative of their choosing if applicable. (iii) If the matter is still not settled, then a conference shall be held between the employee or employee and employee’s representative if applicable together with the employer's ’s Manager or Site Manager or a duly appointed company nominee. (iv) If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliationmediation by a member of the Commission agreed by the employer and the relevant employees or their representative. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 25.4 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least seven (7) calendar days being allowed for stages i 1 to iv4). 25.5 . Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. 25.6 . While the dispute settlement procedures are being followed the parties are to ensure that: (ai) Industrial action does not take place. (bii) The circumstances that existed prior to the dispute prevail. (ciii) Work is to continue as normal without detriment to any of the parties.