GRIEVANCE SETTLEMENT PROCEDURE Sample Clauses
The Grievance Settlement Procedure clause establishes a formal process for addressing and resolving disputes or complaints that arise between employees and management within an organization. Typically, this procedure outlines specific steps such as submitting a written complaint, engaging in meetings between the concerned parties, and, if necessary, escalating the issue to higher management or arbitration. By providing a clear and structured method for handling grievances, this clause helps ensure that workplace conflicts are managed fairly and efficiently, reducing misunderstandings and promoting harmonious labor relations.
GRIEVANCE SETTLEMENT PROCEDURE. Grievance submitted to mandatory arbitration:
GRIEVANCE SETTLEMENT PROCEDURE. The parties acknowledge that despite all their efforts, a conflict over the interpretation or application of this agreement may arise between an employee and the Employer during the term of the agreement. Accordingly, without limiting the application of this article, the parties agree to attempt to resolve any conflict before beginning the formal grievance procedure. It is understood that the time period allocated to this conflict resolution is not included in the time limits prescribed by the formal grievance procedure.
GRIEVANCE SETTLEMENT PROCEDURE. 25.01 It is the firm desire of the parties to settle all grievances within the shortest possible time.
(a) Subject to and as provided in section 208 of the Federal Public Sector Labour Relations Act, an employee who feels that he/she has been treated unjustly or considers himself aggrieved by any action or omission of the Employer in matters other than those arising from the classification process, is entitled to present a grievance in the following way:
Step 1: The grievance is submitted in writing to the representative of the Employer authorized to deal with grievances at the first step. Upon request from the employee or from the SGCT-4835 representative if the employee is represented by the SGCT-4835, a meeting of information and mutual explanations to discuss the grievance will be held between the representative of the Employer, the grievor and, if applicable, his/her representative. After the grievance has been examined and if the employee has decided to maintain his/her grievance, the above representative of the Employer communicates in writing its decision to the employee and to the SGCT-4835 if the SGCT-4835 is involved in the grievance.
Step 2: In the event that the grievance is not settled at the preceding step, the employee
Step 3: In the event that the grievance has not been settled at the division’s Director General level, the employee may refer it to the Government Film Commissioner. Upon request from the employee or from the SGCT-4835 representative if the employee is represented by the SGCT-4835 a meeting of information and mutual explanations to discuss the grievance will be held with the grievor and, if applicable, his/her representative. After the grievance has been examined and if the employee has decided to maintain his/her grievance, the Commissioner communicates in writing his/her decision to the employee and to the SGCT-4835 if the SGCT-4835 is involved in the grievance.
(b) An employee who feels that he/she has been treated unjustly or considers himself aggrieved by any action or omission of the Employer in matters arising from the classification process, is entitled to present a grievance. The grievance will be heard by a classification specialist chosen by the parties.
GRIEVANCE SETTLEMENT PROCEDURE. (a) It would be beneficial to both employees and Newcastle Newspapers Pty Ltd if issues affecting employees are effectively dealt with informally between the employee or group wit the concern and the team leader in an environment of mutual trust, co-operation and confidence. The most effective procedure is for the res ponsibility for resolution to remain as close to the source of the dispute as possible.
(b) In the event of a dispute occurring the status quo shall continue. The employee shall first discuss the matter with the Manager. If the matter is not resolved within a reasonable time it shall be referred to the Human Resources Manager and other senior representatives of Newcastle Newspapers Pty ltd. At any time in the grievance settlement procedure, the employee may seek the assistance of a representative from a union, part to this agreement. If the matter is not resolved within a reasonable time it shall be referred to the Industrial Relations Commission of NSW. During the grievance procedure, Newcastle Newspapers Pty Ltd and its employees shall not undertake industrial action against the other party, in relation to the grievance. Production shall continue as normal until a resolution is reached.
GRIEVANCE SETTLEMENT PROCEDURE. PART 11.
GRIEVANCE SETTLEMENT PROCEDURE. The provisions contained in the Award shall apply.
GRIEVANCE SETTLEMENT PROCEDURE. 25.1 The parties agree to the principle of ‘natural justice’ for all employees. Hence a formalised grievance process is available to all employees to ensure they are treated fairly and equitably.
GRIEVANCE SETTLEMENT PROCEDURE. In the event of a grievance in relation to the terms and conditions contained in the Agreement, the following procedure will apply:
12.1 The grievance will be discussed between the employee(s) concerned and the immediate supervisor.
12.2 If the grievance is not settled or an agreed course of action is not found within three (3) working days, either the employee(s) or the immediate supervisor, or their representative(s), can refer the grievance to the Landfill Manager. It is anticipated that the Landfill Manager will attempt to resolve the grievance as quickly as possible and as close to the source of the grievance as possible.
12.3 If the Landfill Manager cannot resolve the grievance or an agreed course of action is not found within five (5) working days, either the employee(s) or the Landfill Manager, or their representative(s), may refer the grievance to SRWRA’s nominee for discussion. 20101206 Agreement 6 SRWRA EMPLOYEE COLLECTIVE AGREEMENT 2010
12.4 If the grievance remains unresolved following discussions with SRWRA’s nominee, either party may refer the grievance to the Commission. For these purposes, the Commission may conduct conciliation or arbitration to resolve the grievance. The parties will accept any recommendations of the Commission, subject to any appeal procedures.
12.5 At any stage in the above procedure, either party may refer the grievance to the Commission on the basis that the nature of the grievance is unlikely to be resolved by the abovementioned steps.
12.6 At any stage in the above procedure, either party may be represented. Each party will bear the costs associated with their representative.
12.7 Unless the grievance involves a genuine occupational health and safety hazard, work shall continue in accordance with the terms and conditions of this Agreement whilst the procedure contained herein is followed.
GRIEVANCE SETTLEMENT PROCEDURE. 31.1. In the event of a grievance in relation to a matter arising under this agreement, the parties will attempt to firstly resolve the matter at a workplace level in accordance with the following:
(a) The Employee will discuss the matter with their team leader;
(b) If the grievance remains unresolved, the grievance will be referred to the Operations Manager;
(c) If the grievance is still not resolved, the employee may refer the grievance to the General Manager in writing; and
(d) If the grievance is still not resolved to the satisfaction of the employee, the employee may refer the grievance to the Boral HR Manager WA.
GRIEVANCE SETTLEMENT PROCEDURE. Grievances are defined as disputes arising between the AuthorityPCHA employees or between the AuthorityPCHA and the Union with respect to the interpretation or application of the terms of this Agreement. Disputes shall be settled according to the following procedures: