Collective Disputes refers to any disputes as stated in the Article 302 of Labour Law. The collective dispute should be handled as per the sections II (collective labor dispute) of Cambodian Labour Law.
Collective Disputes. If a collective dispute arises and cannot be resolved then the matter shall be referred to the Collective Disputes procedure detailed below and in Appendix 1. Matters that are excluded are individual disciplinary and grievance appeals for which separate procedures exist.
Collective Disputes. Other Employment Related Disputes During the previous three years the Group Companies have not experienced any collective labour dispute, strike or other industrial action and there is no pending or to the knowledge of Seller threatened dispute, strike or other industrial action.
Collective Disputes. A collective dispute involves a group of employees. If a union is involved in a dispute then it will generally be considered to be a collective dispute. A collective dispute can also involve employees who do not have a union if they act as a group. CIRCULAR 21/99
Collective Disputes. 20.1 It is recognised that there may be occasions where [ICB name] and recognised trade unions despite consultation, cannot reach formal agreement in relation to some matters. If this occurs then the matter would enter a stage of formal dispute.
Collective Disputes. Obligations by the Parties The parties agree that all grievances will be dealt with promptly and with each party involved keeping the others fully informed of developments and progress relating to the particular grievance. Every grievance is to be dealt with at the lowest possible level in the first instance (i.e. employee-supervisor). Until a matter is resolved the ‘status quo’ shall continue; that being the most recent prior position so as to ensure, wherever safely possible to do so, that work will continue as normal and without prejudice to any arbitral procedures in the contested matter.
Collective Disputes. The following procedure shall be followed to avoid and resolve collective disputes between and the Union: -
Collective Disputes. It is accepted by UNISON that TfN has the right to manage and to expect all normal management decisions concerning the efficient operation of the organisation to be implemented by employees immediately, with the exception of any decisions which alter the established salaries and conditions of service, working conditions and decisions about dismissals (except for gross misconduct) or redundancy, to which the employees concerned object, shall not be implemented until the relevant procedure(s) have been exhausted. Where TfN and UNISON register a Failure to Agree, including involvement of the relevant full time Regional Officer of UNISON. By mutual agreement, subsequent joint reference may be made to external parties in the first instance a mutually agreed arbitrator will be elected for mediation, conciliation or arbitration, unless agreed otherwise, the normal expectation would be that the services available from ACAS would be used in this regard. Both parties undertake to use their best endeavour to resolve disputes as early as possible. Either party will respond within 24 hours to a request for a meeting relating to a dispute, where practicable. During the period of the use of the procedures set out in this section there will be no stoppage of work of either a partial or a general character, and neither will any other form of sanction be applied.
Collective Disputes. In general, all parties to this Agreement are committed to resolving disagreements through discussion, thereby avoiding disputes. However, in the event of a failure to agree, either party may by invoke the formal procedure for resolution of collective disputes as set out below. Disputes shall be notified in writing to the Director of HR setting out details of the matter concerned. It will be usual for a regional trade union official to be involved in the formal disputes procedure. In the event of a dispute, the status quo shall normally remain until the procedure is exhausted.
