AP782505CR - Graphics Arts - General - Award 2000
3.2 DISPUTE SETTLEMENT PROCEDURE
In the event of a dispute arising in the workplace the procedure to be followed to resolve the matter will be as follows:
3.2.1 The employee and their supervisor will meet and confer on the matter. The employee may appoint another person to assist them, including the union delegate.
[3.2.2 corrected by S2976 from 01Feb00]
3.2.2 Subject to 3.2.8, where the delegate is involved the delegate must be allowed the necessary time during working hours to interview employee(s) and the supervisor.
3.2.3 If the matter is not resolved at such a meeting, the parties will hold further discussions between the employee and their nominated representative, if any, (including a State union official or their nominee) and more senior levels of management. The employer may also invite into discussions an officer of the employer organisation to which they belong.
3.2.4 If the matter is still not resolved, the parties will hold further discussions between more senior levels of management of the employer and a Federal union official (or nominee) or other employee representative. The employer may also invite into discussions an officer of the employer organisation to which they belong.
3.2.5 The delegate and where appropriate, the affected employee(s) must be allowed at a place designated by the employer a reasonable period of time during working hours to interview the duly accredited Union Officials of the Union to which they belong.
3.2.6 The parties will at all times confer without delay.
3.2.7 If the matter cannot be resolved, it may be referred to the Commission.
[3.2.8 corrected by S2976 from 01Feb00]
3.2.8 While the parties attempt to resolve the matter, work will continue as normal unless an employee has a reasonable concern about an imminent risk to their health and safety.
3.2.9 Redundancy disputes
[3.2.9 inserted by PR947661 08un04]
3.2.9(a) Paragraphs 3.2.9(b) and 3.2.9(c) impose additional obligations on an employer where an employer contemplates termination of employment due to redundancy and a dispute arises (a redundancy dispute). These additional obligations do not apply to employers who employ fewer than 15 employees.
3.2.9(b) Where a redundancy dispute arises, and if it has not already done so, an employer must provide affected employees and the relevant union or unions (if requested by any affected employee) in good time, with relevant information including:
the period over which any proposed redundancies are intended to be carried out.
3.2.9(c) Where a redundancy dispute arises and discussions occur in accordance with this clause the employer will, as early as possible, consult on measures taken to avert or to minimise any proposed redundancies and measures to mitigate the adverse affects of any proposed redundancies on the employees concerned.
