19 have no fundamental reason to treat conciliation as a complete arbitration procedure (d) If the dispute is not resolved after the conclusion of the conciliation, any party may ask the Commission to rule on the dispute through arbitration. The commissioner who settles the dispute will not resolve the dispute if a party opposes the member. Subject to paragraph 14.7 (d) below, a Commission decision binds the persons covered by this agreement. An appeal is brought against a full-fledged Bank of the Commission with the leave of the bank against the provision of a single member of the Commission under this clause Business Behaviour before the Commission subject to an agreement between the litigants concerning a particular dispute or complaint and the provisions of that clause 14 , in the handling of a dispute or claim by conciliation or , the Commission will deal the matter in accordance with paragraphs 577, 578 and B of Division 3 of Part 5-1 of the Act. 15. Benefit Management 15.1 Application of this clause 15.2 Informal 15.3 Formally When an employer wishes to deal with a worker`s benefit issues, they are dealt with in accordance with clause 15. If an employer is concerned about a benefit issue that could constitute misconduct, it is dealt with in accordance with point 16 (discipline). In this case, the performance management process in sub-clauses 15.3, d) and (e) continues to apply. If the employer has doubts about the benefit of a worker, the employer may, if necessary, address these concerns in informal interviews with the worker when these concerns first arise.
The employer will clarify the concerns. Staff have the opportunity to take performance issues into account. If, according to the procedure set out in point 15.2, the worker`s work does not meet an acceptable standard or if it was not appropriate to deal with the concerns informally, the employer may initiate a formal benefit management process. The employer will provide the employee in writing: PARTY B CONSULTATION, DISPUTE RESOLUTION AND DISCIPLINE 19 ALL employees will have the opportunity to vote on the final agreement, whether or not you have appointed a representative. 2 PART A: PRELIMINARY 1st title This contract will be known as Allied Health Professionals (Victorian Public Health Sector) Single Interest Enterprise Agreement PART A: PRELIMINARY 2 1. TITLE 2 2. ARRANGEMENT 2 3. INDEX 7 4. DEFINITIONS 8 5. INCIDENCE AND COVERAGE 9 6. START AND OPERATING TIME 9 7.
RELATIONS WITH PREVIOUS INDUSTRIAL INSTRUMENTS AND NON-DECLARATIONS OF THE NO CLAIMS ANTI-DISCRIMINATION AGREEMENT TRANSFER OF INDIVIDUALIZED ENTERPRISE AGREEMENTS 11 PART B CONSULTATION, DISPUTE RESOLUTION AND DISCIPLINE DISCIPLINE DISCIPLINE DISCIPLINE PROCEDURE PERFORMANCE MANAGEMENT DISCIPLINE 20 PART C- TYPES OF EMPLOYMENT AND TYPES OF FULL-TIME CASUAL CASUAL THE VICTORIAN HEALTHCARE SECTOR EMPLOYS MORE THAN 80,000 FULL-TIME EQUIVALENTS. These include doctors, nurses and midwives, medical scientists, allied nurses, technicians, administrative and office staff, engineers, catering staff, cleaners, gardeners and other workers at more than 100 sites in the state. While each Victorian public health service is a full-fledged employer, many groups of workers (for example. B Nurses and midwives or doctors) have negotiations on businesses across the country, with the support of the Victorian hospital industry with the relevant unions.