Personal Grievance. The personal grievance provisions in Part 11 of this Agreement are available to an employee who is aggrieved by any action of their employer taken under these provisions.
Personal Grievance. A personal grievance claim of any employee shall be settled in accordance with the procedures prescribed in Parts 9 and 10 of the Employment Relations Xxx 0000.
Personal Grievance. Sections 103 to 110 are reproduced below from Part 9 of the Employment Relations Act 2000.
Personal Grievance. Part Eleven – Miscellaneous
Personal Grievance. Part 11 Employment Relationship Problems Schedules Schedule 1 Definition of Levels of Māori Immersion Schedule 2 Interim Framework of Professional Standards for Deputy Principals and Assistant Principals – 1 February 1998 Schedule 3 Interim Framework of Professional Standards for Teachers – 1 February 1998 Appendices Appendix 1 Grandparented Remuneration Provisions Appendix 2 Extract from Employment Relations Act 2000 Appendix 3 Relevant Specialist Level 7 Qualifications and Other Qualification Matters
Personal Grievance. If the employment relationship problem is a personal grievance, the employee must raise the grievance with the employer within a period of 90 days beginning with the date on which the action alleged to amount to a personal grievance occurred or came to the notice of the employee, whichever is the latter. A "personal grievance" means a claim that an employee
Personal Grievance. Sections 103 to 110 are reproduced below from Part 9 of the Employment Relations Act 2000(external link). 103 Personal grievance For the purposes of this Act, personal grievance means any grievance that an employee may have against the employee's employer or former employer because of a claim— that the employee has been unjustifiably dismissed; or that the employee's employment, or 1 or more conditions of the employee's employment (including any condition that survives termination of the employment), is or are or was (during employment that has since been terminated) affected to the employee's disadvantage by some unjustifiable action by the employer; or that the employee has been discriminated against in the employee's employment; or that the employee has been sexually harassed in the employee's employment; or that the employee has been racially harassed in the employee's employment; or that the employee has been subject to duress in the employee's employment in relation to membership or non-membership of a union or employees organisation. the employee’s employer has failed to comply with a requirement of Part 6A; or that the employee has been disadvantaged by the employee’s employment agreement not being in accordance with section 67C, 67D, 67G, or 67H;or that the employee’s employer has contravened section 67F or 67G(4). that the employee’s employer has, in relation to the employee,— engaged in adverse conduct for a prohibited health and safety reason; or contravened section 92 of the Health and Safety at Work Act 2015 (which prohibits coercion or inducement). For the purposes of this Part, a representative, in relation to an employer and in relation to an alleged personal grievance, means a person— who is employed by that employer; and who either— has authority over the employee alleging the grievance; or is in a position of authority over other employees in the workplace of the employee alleging the grievance. In subsection (1)(b), unjustifiable action by the employer does not include an action deriving solely from the interpretation, application, or operation, or disputed interpretation, application, or operation, of any provision of any employment agreement.
Personal Grievance. Part Nine Union Matters
Personal Grievance. Provisions relating to personal grievances are contained in Part 9 of the Employment Relations Act 2000 and can be accessed through the following link: xxxx://xxx.xxxxxxxxxxx.xxxx.xx/act/public/2000/0024/latest/DLM60316.html Sections 103 to 110 are reproduced below from Part 9 of the Employment Relations Act 2000. 103 Personal grievance
Personal Grievance. If a personal grievance is involved, the Chief Executive must raise it with the Council within 90 days of the date of the action complained of or, of the date the Chief Executive became aware of it, unless there are exceptional circumstances. A personal grievance may arise where an employee believes he/she has been unfairly treated or unjustifiably dismissed.
