Common use of ISSUE RESOLUTION PROCEDURE Clause in Contracts

ISSUE RESOLUTION PROCEDURE. 30.1 It is recognised and agreed that any issues or disputes relating to the application of matters arising under this Agreement or the National Employment Standards, must be resolved in a constructive and speedy manner to maintain harmonious workplace relations and the requisite level of service to users of the casino and entertainment complex. It is the intention of the Company and, its employees and the Union that any such issues or disputes should, to the maximum extent possible, be addressed and resolved at the workplace level. 30.2 The Company, employees and the Union will follow the procedure set out in this clause for addressing disputes relating to a matter arising under this Agreement, or the National Employment Standards. At all times, work will continue without disruption and at the direction of the Company. 30.3 Employees have the right to choose to have a representative to assist them at any stage of this process (including the Union). Where employees choose to have the Union represent them, the Company recognises the role of the Union and its delegates in issue resolution processes. 30.4 Procedures for the resolution of disputes about workplace issues 30.4.1 Consistent with sub-clause 30.1, any concern should initially be raised directly with the employee's immediate supervisor or manager who will respond to and address the matter as quickly as reasonably possible. 30.4.2 Any matter of a general nature affecting employees in more than one department or business unit may be raised by the employee/s with their People and Culture Representative or at the most appropriate management level depending on the issue. 30.4.3 If the issue or dispute remains unresolved, the employee or the Company may raise the matter with the next level of management. 30.4.4 If the issue or dispute remains unresolved by this stage, the employee or the Company may seek further discussion with this level of management and the appropriate People and Culture Representative. 30.4.5 If the issue or dispute still remains unresolved, it may be referred to a more senior level of management. 30.4.6 At any stage of this process, it is the responsibility of the Company to provide the employee who lodged the issue with the following: (a) The Company’s proposed timeline to resolve the dispute at the current level of the issue resolution procedure, or (b) Notification that the Company elects to escalate the dispute to the next stage of the procedure process. (c) This shall be provided to the employee within one week of the issue reaching any stage of the issue resolution procedure above. (d) Should the Company fail to meet these requirements above within the specified timeframe, the employee may elect to escalate the dispute to the next level of the dispute resolution procedure. 30.5 Referral of disputes about workplace issues to the Fair Work Commission or other agreed mediator, conciliator or arbitrator. 30.5.1 If a dispute in relation to a matter arising under this Agreement or the National Employment Standards remains unresolved after each step in sub-clause 30.4 of this Agreement has been complied with, a party to the dispute may refer the dispute to the FWC or other agreed mediator, conciliator or arbitrator for conciliation. 30.5.2 Employee/s will refrain from organising and/or engaging in any unprotected industrial action in respect of an unresolved workplace dispute and adhere to clause 5 (Objectives of the Agreement) in both spirit and in practice while it is under referral pursuant to sub-clause 30.5.1 above. 30.5.3 Employee/s will comply with sub-clause 30.5.2 and continue to work without any disruption and at the direction of the Company while an unresolved workplace issue is under referral pursuant to sub-clause 30.5.1 above. 30.5.4 The FWC or other agreed mediator, conciliator or arbitrator proceed to arbitrate and determine the dispute if conciliation is unsuccessful. 30.5.5 The decision of the FWC or other such body or person will be final, but will not in any way interfere with or limit the rights of the parties under the Act.

ISSUE RESOLUTION PROCEDURE. 30.1 It is recognised and agreed that any issues or disputes relating to the application of matters matter arising under this Agreement agreement or the National Employment Standards, must be resolved in a constructive and speedy manner to maintain harmonious workplace relations and the requisite level of service to users of the casino and entertainment complex. It is the intention of the Company and, its employees and the Union that any such issues or disputes should, to the maximum extent possible, be addressed and resolved at the workplace level. 30.2 The Company, employees and the Union will follow the procedure set out in this clause for addressing disputes relating to a matter arising under this Agreementagreement, or the National Employment Standards. At all times, work will continue without disruption and at the direction of the Company. 30.3 Employees have the right to choose to have a representative to assist them at any stage of this process (including the Union). Where employees choose to have the Union represent them, the Company recognises the role of the Union and its delegates in issue resolution processes. 30.4 Procedures for the resolution of disputes about workplace issues 30.4.1 Consistent with sub-clause 30.1, any concern should initially be raised directly with the employee's immediate supervisor or manager who will respond to and address the matter as quickly as reasonably possible. 30.4.2 Any matter of a general nature affecting employees in more than one department or business unit may be raised by the employee/s with their People and Culture Representative Human Resource Manager/s or at the most appropriate management level depending on the issue. 30.4.3 If the issue or dispute remains unresolved, the employee or the Company may raise the matter with the next level of management. 30.4.4 If the issue or dispute remains unresolved by this stage, the employee or the Company may seek further discussion with this level of management and the appropriate People and Culture RepresentativeHuman Resources Manager. 30.4.5 If the issue or dispute still remains unresolved, it may be referred to a more senior level of management. 30.4.6 At any stage of this process, it is the responsibility of the Company to provide the employee who lodged the issue with the following: (a) The Company’s proposed timeline to resolve the dispute at the current level of the issue resolution procedure, or (b) Notification that the Company elects to escalate the dispute to the next stage of the procedure process. (c) . This shall be provided to the employee within one week of the issue reaching any stage of the issue resolution procedure above. (d) . Should the Company fail to meet these requirements above within the specified timeframe, the employee may elect to escalate the dispute to the next level of the dispute resolution procedure. 30.5 Referral of disputes about workplace issues to the Fair Work Commission or other agreed mediator, conciliator or arbitrator. 30.5.1 If a dispute in relation to a matter arising under this Agreement the agreement or the National Employment Standards remains unresolved after each step in sub-clause 30.4 of this Agreement agreement has been complied with, a party to the dispute may refer the dispute to the FWC or other agreed mediator, conciliator or arbitrator for conciliation. 30.5.2 Employee/s will refrain from organising and/or engaging in any unprotected industrial action in respect of an unresolved workplace dispute and adhere to clause 5 (Objectives of the Agreement) in both spirit and in practice while it is under referral pursuant to sub-clause 30.5.1 30.5 above. 30.5.3 Employee/s will comply with sub-clause 30.5.2 30.2 and continue to work without any disruption and at the direction of the Company while an unresolved workplace issue is under referral pursuant to sub-clause 30.5.1 30.5 above. 30.5.4 The FWC or other agreed mediator, conciliator or arbitrator proceed to arbitrate and determine the dispute if conciliation is unsuccessful. 30.5.5 The decision of the FWC or other such body or person will be final, but will not in any way interfere with or limit the rights of the parties under the Act.

ISSUE RESOLUTION PROCEDURE. 30.1 ‌ 31.1. It is recognised and agreed that any issues or disputes issue of concern relating to the application of matters arising under this Agreement Agreement, or any issue in relation to the National Employment Standards, application of the NES must be resolved in a constructive and speedy manner to maintain harmonious workplace relations and the requisite level of service to users of the casino and entertainment complex. It is the intention of the Company and, its employees Employees and the Union UWU that any such issues or disputes should, to the maximum extent possible, be addressed and resolved at the workplace level. 30.2 31.2. The Company, employees Employees and the Union UWU will follow the procedure set out in this clause for addressing disputes relating to a matter arising under issues of concern regarding the application of this AgreementAgreement in the workplace, or any issue in relation to the National Employment Standardsapplication of the NES. At all times, work will continue without disruption and at subject to the direction of the Company, the Employee will continue to work without disruption. 30.3 31.3. Employees have the right to choose to have a representative to assist them at any stage of this process (including the UnionUWU). Where employees Employees choose to have the Union UWU represent them, the Company recognises the role of the Union UWU and its delegates in issue resolution processes. 30.4 31.4. Procedures for the resolution of disputes about workplace issues 30.4.1 31.4.1. Consistent with sub-clause 30.1this commitment, any concern workplace issue should initially be raised directly by an Employee (or their representative) with the employeeEmployee's immediate supervisor or manager who will respond to and address the matter as quickly as reasonably possible. 30.4.2 Any matter of a general nature affecting employees in more than one department or business unit may be raised by the employee/s with their People and Culture Representative or at the most appropriate management level depending on the issue. 30.4.3 31.4.2. If the issue or dispute remains unresolved, the employee or the Company Employee may raise the matter with the next level of management. 30.4.4 31.4.3. If the issue or dispute remains unresolved by this stage, the employee or the Company Employee may seek further discussion with this level of management and the appropriate People and Culture RepresentativeHuman Resources Manager. 30.4.5 31.4.4. If the issue or dispute still remains unresolved, it may be referred to a more senior level of management. 30.4.6 At any stage 31.4.5. Any workplace issue of this process, it is a general nature affecting Employees in more than one department or business unit may be raised by the responsibility of the Company to provide the employee who lodged the issue Employee/s with the following: (a) The Company’s proposed timeline to resolve the dispute their People and Culture Manager/s or at the current most appropriate management level of depending on the issue resolution procedure, or (b) Notification that the Company elects to escalate the dispute to the next stage of the procedure processissue. (c) This shall be provided to the employee within one week of the issue reaching any stage of the issue resolution procedure above. (d) Should the Company fail to meet these requirements above within the specified timeframe, the employee may elect to escalate the dispute to the next level of the dispute resolution procedure. 30.5 31.5. Referral of disputes dispute about the workplace issues to the Fair Work Commission or other agreed mediator, conciliator or arbitrator. 30.5.1 If a dispute 31.5.1. An unresolved workplace issue or issue in relation to a matter arising under this Agreement or the National Employment Standards remains unresolved after each step in sub-clause 30.4 application of this Agreement has been complied with, a party to the dispute NES may refer the dispute initially be referred to the FWC or other agreed mediator, conciliator or arbitrator for conciliation. 30.5.2 31.5.2. Subject to law, Employee/s will refrain from organising and/or engaging in any unprotected industrial action in respect of an unresolved workplace dispute issue and adhere to clause 5 6 (Objectives of the Agreement) in both spirit and in practice while it is under referral pursuant to sub-clause 30.5.1 31.5.1 above. 30.5.3 31.5.3. Employee/s will comply with sub-clause 30.5.2 31.2 and at all times, subject to the direction of the Company, the Employee will continue to work without any disruption and at the direction of the Company while an unresolved workplace issue is under referral pursuant to sub-clause 30.5.1 31.5.1 above. 30.5.4 The 31.5.4. FWC or other agreed mediator, conciliator or arbitrator may proceed to arbitrate and determine the dispute issue if conciliation is unsuccessful. 30.5.5 31.5.5. The decision of the FWC or other such body or person will be final, final but will not in any way interfere with or limit the rights of the parties under the Act.

ISSUE RESOLUTION PROCEDURE. 30.1 32.1. It is recognised and agreed that any issues or disputes issue of concern relating to the application of matters arising under this Agreement Agreement, or any issue in relation to the National Employment Standards, application of the NES must be resolved in a constructive and speedy manner to maintain harmonious workplace relations and the requisite level of service to users of the casino and entertainment complex. It is the intention of the Company and, its employees and the Union UWU that any such issues or disputes should, to the maximum extent possible, be addressed and resolved at the workplace level. 30.2 32.2. The Company, employees and the Union UWU will follow the procedure set out in this clause for addressing disputes relating to a matter arising under issues of concern regarding the application of this AgreementAgreement in the workplace, or any issue in relation to the National Employment Standardsapplication of the NES. At all times, work will continue without disruption and at subject to the direction of the Company, the employee will continue to work without disruption. 30.3 32.3. Employees have the right to choose to have a representative to assist them at any stage of this process (including the UnionUWU). Where employees choose to have the Union UWU represent them, the Company recognises the role of the Union UWU and its delegates in issue resolution processes. 30.4 32.4. Procedures for the resolution of disputes about workplace issues 30.4.1 (a) Consistent with sub-clause 30.1this commitment, any concern workplace issue should initially be raised directly by an employee (or their representative) with the employee's immediate supervisor or manager who will respond to and address the matter as quickly as reasonably possible. 30.4.2 (b) If the issue remains unresolved, the employee may raise the matter with the next level of management. (c) If the issue remains unresolved by this stage, the employee may seek further discussion with this level of management and the appropriate Human Resources Manager. (d) If the issue still remains unresolved, it may be referred to a more senior level of management. (e) Any matter workplace issue of a general nature affecting employees in more than one department or business unit may be raised by the employee/s with their People and Culture Representative Manager/s or at the most appropriate management level depending on the issue. 30.4.3 If the issue or dispute remains unresolved, the employee or the Company may raise the matter with the next level of management. 30.4.4 If the issue or dispute remains unresolved by this stage, the employee or the Company may seek further discussion with this level of management and the appropriate People and Culture Representative. 30.4.5 If the issue or dispute still remains unresolved, it may be referred to a more senior level of management. 30.4.6 At any stage of this process, it is the responsibility of the Company to provide the employee who lodged the issue with the following: (a) The Company’s proposed timeline to resolve the dispute at the current level of the issue resolution procedure, or (b) Notification that the Company elects to escalate the dispute to the next stage of the procedure process. (c) This shall be provided to the employee within one week of the issue reaching any stage of the issue resolution procedure above. (d) Should the Company fail to meet these requirements above within the specified timeframe, the employee may elect to escalate the dispute to the next level of the dispute resolution procedure. 30.5 32.5. Referral of disputes dispute about the workplace issues to the Fair Work Commission or other agreed mediator, conciliator or arbitrator. 30.5.1 If a dispute 32.5.1 An unresolved workplace issue or issue in relation to a matter arising under this Agreement or the National Employment Standards remains unresolved after each step in sub-clause 30.4 application of this Agreement has been complied with, a party to the dispute NES may refer the dispute initially be referred to the FWC or other agreed mediator, conciliator or arbitrator for conciliation. 30.5.2 Employee32.5.2 Subject to law, employee/s will refrain from organising and/or engaging in any unprotected industrial action in respect of an unresolved workplace dispute issue and adhere to clause 5 6 (Objectives of the Agreement) in both spirit and in practice while it is under referral pursuant to sub-sub- clause 30.5.1 0 above. 30.5.3 32.5.3 Employee/s will comply with sub-clause 30.5.2 32.2 and at all times, subject to the direction of the Company, the employee will continue to work without any disruption and at the direction of the Company while an unresolved workplace issue is under referral pursuant to sub-clause 30.5.1 0 above. 30.5.4 The 32.5.4 FWC or other agreed mediator, conciliator or arbitrator may proceed to arbitrate and determine the dispute issue if conciliation is unsuccessful. 30.5.5 32.5.5 The decision of the FWC or other such body or person will be final, final but will not in any way interfere with or limit the rights of the parties under the Act.