AP772288 - CSIRO (Salaries and Conditions of Service) Award 1999

PART 2 - CONSULTATION AND DISPUTE RESOLUTION 

9. PROCEDURES TO AVOID INDUSTRIAL DISPUTATION

9.1 Consultative mechanism: The employer and employees may establish a mechanism and procedures which enable them to communicate and consult about matters arising out of this Award. Employees participating in these arrangements will not thereby suffer any loss of pay.

9.2 Continuation of work: Without prejudice to either party and except where a bona fide safety issue is involved, the parties shall endeavour to ensure that while these procedures are being followed, work continues and work practices applied are in accordance with this award and established custom and practice at the workplace. Where a bona fide safety issue exists, an employee shall not work in an unsafe environment but where appropriate, accept reassignment to alternative suitable work in the meantime.

9.3 Matters to be dealt with expeditiously: At all stages of these procedures the parties shall deal with matters expeditiously whilst ensuring also that adequate time is allowed for exchange of relevant information and productive negotiation.

9.4 Stages of dispute avoidance/settlement: Dispute avoidance/settlement should progress sequentially through the following stages:

9.4.1 Discussions between the employee(s) and their immediate supervisor, or where the supervisor has no jurisdiction, another more senior employee having authority to resolve the issue.

9.4.2 If matters remain unresolved, discussions involving the employee(s) and more senior management.

9.4.3 If matters remain unresolved, the employee(s) may request that these matters be referred to the Chief (or equivalent).

9.5 Nothing contained in these procedures shall prevent the employee(s) involving a colleague or a staff representative or delegate or official of a relevant union that is a party to this award.

9.6 In no way do these procedures displace an individual’s right to access CSIRO’s formal grievance procedures.

9.7 Matters unresolved: In the event that matters still remain unresolved after completion of the stages outlined in 9.4, such matters may be referred to the AIRC.

9.8 Leave of absence to attend proceedings: Where the provisions of 9.4 have been complied with, and to assist in the resolution of the matter, the colleague/staff representative/union delegate referred to in 9.5 will be granted paid leave of absence to attend AIRC proceedings arising from referral of the matter in 9.7.

9.9 Leave of absence to attend courses: To assist in the resolution of disputes, a staff representative/union delegate referred to in 9.5 will be granted paid leave of absence to attend short courses conducted by a recognised training provider which are specifically directed towards effective dispute resolution. The grant of leave will be subject to the operating requirements of the employer.

9.9.1 The specific training course will be agreed between the employer and the individual employee.

9.10 Notice Boards: To facilitate communication between employees and/or employee representatives at the workplace, the employer will permit the use of notice boards, provided that such communication is not offensive or improper.