AP813963 - Crisis Assistance, Supported Housing Award 2002
PART 3 - DISPUTE RESOLUTION
11. DISPUTE SETTLEMENT PROCEDURE
11.1 In the event of a dispute arising in the workplace the procedure to be followed to resolve the matter will be as follows:
11.1.1 The employee and their supervisor meeting and conferring on the matter; and
11.1.2 If the matter is still not resolved at such a meeting, the parties must arrange for further discussions between the employee and his or her nominated representative, if any, and more senior levels of management.
11.2 If the matter cannot be resolved a discussion must be held between the employer or representatives of the employer and the Union or other employee representative.
11.3 If the matter cannot be resolved it may be referred to the Commission for resolution.
11.4 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 his or her health and safety.
11.5 Redundancy disputes
[11.5 inserted by PR949537 from 07Jul04]
11.5.1 Paragraphs 11.5.2 and 11.5.3 impose additional obligations on an employer where an employer contemplates termination of employment due to redundancy and a dispute arises. These additional obligations do not apply to employers who employ fewer than 15 employees.
11.5.2 Where a redundancy dispute arises, and if it has not already done so, an employer must provide affected employees and the relevant union (if requested by any affected employee) in good time, with relevant information including:
11.5.3 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.
