the MEA - ASU NSW

colleague or family/household member, or any other person mutually agreed betweenthe Executive Director and the employee.(iv) At this session the Executive Director will provide the employee with a writtenstatement of the concerns of the organisation, where one has not already beenprovided. In this case the employee may ask for an adjournment of the session for oneworking day, if they require time to consider the written document.(v) If discussion between the employee and the Executive Director cannot resolve theissue bu the Executive Director believes that the issue does not warrant summarydismissal, the organization may request a Special Evaluation take place (as set out inthe Organisation’s Performance Appraisal Policy and Procedure)(vi) Following a Special Evaluation, the employee may be given one month’s noticeto improve their work performance. In such cases, workers will be provided with aclear statement of reasons and given appropriate assistance to address the issues.(vii) When the employee is given one month to improve performance, a secondevaluation will be carried out at the end of the period. On the completion of thesecond evaluation, the results may be:1.Resolution of the matter – the employee continues employment by theOrganisation2.No resolution of the matter– the employee may be given one month’s noticeof termination of employment.3. Partial resolution of the matter – employee may offer to take leave withoutpay in order to address the issue of concern as an alternative to being given onemonth’s of termination of employment. The Executive Director may alsorequest that the employee consider taking leave without pay in order to addressthe concerns raised, instead of being given one months notice of termination ofemployment.(c).- The Executive Director may at any time nominate members of the Organisation to act onher behalf in the above process. This person must be mutually agreed between the ExecutiveDirector and employee under counselling.14. Grievance and Dispute ProcedureThis provision applies to disputes or grievances that are not more appropriately dealt withunder the Counselling Procedure for Underperformance (see clause13 of this agreement)(a). Disputes between an employee and another employee(i) In the first instance the employee should attempt to resolve a grievance or disputedirectly with the employee.(ii) Where this is unsuccessful, then the employee should attempt to resolve thegrievance or dispute with the Executive Director.(iii) Where this attempt is unsuccessful or where the grievance or dispute is of such anature that a direct discussion between the employee and the Executive Directorwould be inappropriate, the employee may notify an appropriate advocate or a dulyauthorized member of their Union.(iv) If this advocate considers there is some substance to the dispute or grievance, theymay request a meeting with the Organisation(v) A meeting should be organized to discuss the matter as soon as possible but nolater than within seven working days of the request being provided to theOrganisation.(vi) Any person involved with dealing with the grievance shall be bound by arequirement of confidentiality.Community Sector Multiple Business Agreements 2006