AT801922 - Victorian Catholic Schools and Catholic Education Offices Award 1998 [Transitional]
10.1 Step 1
10.1.1 Every attempt shall be made to resolve a grievance in the first instance, by discussions between the individuals directly involved at the workplace or the union and the employer where the grievance is between the union and the employer. This does not preclude the right of either party to seek advice from outside the workplace, nor does it necessitate such an approach where this is impracticable.
10.2 Step 2
10.2.1 When a grievance is not resolved by Step One, the employee or the employer may seek the assistance of the union or the employer Association respectively in order that a further attempt can be made to resolve the matter.
10.3 Step 3
10.3.1 In the event that Steps One and Two fail to resolve the matter, it may be referred by either party to the Commission. In normal circumstances, the matter should not be referred by either party to the Commission prior to the completion of Steps One and Two.
10.4 Until the grievance is determined, work shall continue normally in accordance with the custom or practice existing before the grievance arose, while discussions take place.
No party shall be prejudiced as to the final settlement by the continuance of work. Health and safety matters are exempted from this clause.
10.5 Redundancy disputes
[10.5 inserted by PR954222 ppc 07Dec04]
10.5.1 Paragraphs 10.5.2 and 10.5.3 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.
10.5.2 Where a redundancy dispute arises, and if it has not already done so, an employer must provide affected employees and the relevant union or unions (if requested by any affected employee) in good time, with relevant information:
10.5.3 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.
