Common use of GRIEVANCE SETTLEMENT PROCEDURE Clause in Contracts

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. 25.01 21.1 The parties agree to the principle of ‘natural justice’ for all employees, and a formalised grievance process is available to all employees to ensure they are treated fairly and equitably. 21.2 It is the firm desire aim of the both parties to settle all ensure that grievances within are resolved as quickly as 21.3 Specific procedures are in place for grievances covered under the shortest possible time. (a) Subject to and as provided in section 208 City 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 stepUnley’s Fair Treatment Policy. 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 Where the grievance is not settled at covered under the preceding stepFair Treatment Policy, the following procedures should be adopted: Stage 1 Employees should, in the first instance, seek to resolve any grievance with the relevant supervisor. Conversely, supervisors should seek to resolve any grievance with the employees concerned. Should it be inappropriate for any employee to speak to a supervisor, they can move to stage 2 of the process. Stage 2 If the matter is not resolved at stage 1, an aggrieved employee may request the assistance of a Workplace Representative or other person of their choice. The employee and their Representative, if requested, will discuss the issue with the employee Step 3: In the event that ’s Manager with a view to reaching a resolution. Stage 3 If not resolved at stages 1 and 2, the grievance has not been settled at the division’s Director General level, the employee may refer it is to be referred to the Government Film Commissioner. Upon request from Chief Executive Officer and/or General Manager who will liaise with the employee or from the SGCT-4835 representative if the employee is represented Union Industrial Officer/Organiser where requested by the SGCT-4835 a meeting of information and mutual explanations employee. The matter may be referred back to discuss stages 1 or 2 if agreed by the parties. Stage 4 Should the issue not be resolved at stage 3, the grievance will have escalated to dispute status and accordingly will be held referred to the Industrial Relations Commission of South Australia for conciliation or, if necessary, arbitration according to the relevant provisions of the Fair Work Act 1994. The process contained in stages 1 to 3 should be completed within seven days of the issue being raised at stage 1. 21.4 Nothing in this process prevents the employee from involving the Union 21.5 The Human Resources Consultant may provide advice and assistance at any 22.1 Any disputes arising under the operation of this Agreement shall be dealt with through the following steps: a) either party shall raise the matter with the grievor other through formal written communication and attempt to resolve the issue by negotiation; b) should this step not reach a satisfactory conclusion the matter can then be referred to the WCC; c) if this does not succeed then the matter may be referred to the South Australian Industrial Relations Commission for it to exercise its conciliation powers; and, if applicable, his/her representative. After the grievance has been examined and d) if the employee has decided to conciliation does not resolve the matter the parties may place it before the Commission for arbitration. CLAUSE 23 : INCOME PROTECTION The employer will maintain his/her grievance, the Commissioner communicates in writing his/her decision a Personal Accident and Illness Insurance Plan for employees covered by this Agreement. Coverage is subject to the employee terms of conditions of the Insurance Policy and currently provides 24 hour sickness and accident cover for loss of income for a maximum 104 weeks. This clause does not apply to employees employed on a casual basis. CLAUSE 24 : SALARY INCREASE – QUANTUM AND TIMING 24.1 Employees covered by this Agreement shall be entitled 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.following salary adjustments:

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/he or 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/his or her representative. After the grievance has been examined and if the employee has decided to maintain his/his or 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 employeeemployee refers the grievance to his or her division’s Director General for further review. 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 or her representative. After the grievance has been examined and if the employee has decided to maintain his or her grievance, the division’s Director General communicates in writing his or her decision to the employee and to the SGCT-4835 if the SGCT-4835 is involved in the grievance. 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/his or her representative. After the grievance has been examined and if the employee has decided to maintain his/his or her grievance, the Commissioner communicates in writing his/his or her decision to the employee and to the SGCT-4835 SGCT- 4835 if the SGCT-4835 is involved in the grievance. (b) An employee who feels that he/he or 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. 25.01 23.01 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 Section 208 of the Federal Public Sector Labour Relations ActPSLRA, an employee who feels that he/she has been treated unjustly or considers himself himself/herself 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-4835Union representative, 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, and 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 grievancehis decision. Step 2: In the event that the grievance is not settled at the preceding step, the employeeemployee refers the grievance to his/her Division Director General for further review. Upon request from the Union representative, a meeting of information and mutual explanations to discuss the grievance will be held with the grievor and his/her representative. After the grievance has been examined and if the employee has decided to maintain his/her grievance, the Division Director General communicates in writing to the employee his decision. Step 3: In the event that the grievance has not been settled at the division’s Division Director General level, the employee may refer it to the Government Film Commissioner. Upon request from the employee or from the SGCT-4835 Union 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, and 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 grievancehis decision. (b) An employee who feels that he/she has been treated unjustly or considers himself himself/herself aggrieved by any action or omission of the Employer in matters arising from the classification process, process is entitled to present a grievance. The grievance will be heard by a classification an evaluation specialist chosen by the parties.

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 Section 208 of the Federal Public Sector Labour Relations ActPSLRA, 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 union representative if the employee is represented by the SGCT-4835Union, 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 Union if the SGCT-4835 Union is involved in the grievance. Step 2: In the event that the grievance is not settled at the preceding step, the employeeemployee refers the grievance to his/her division’s Director General for further review. Upon request from the employee or from the union representative if the employee is represented by the Union, 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 division’s Director General communicates in writing his/her decision to the employee and to the Union if the Union is involved in the grievance. 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 union representative if the employee is represented by the SGCT-4835 Union 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 Union if the SGCT-4835 Union 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.