Summary
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- Has your organisation defined its own disputes procedure, or does it utilise the procedural requirements of employment legislation (e.g. employment contracts act, employee relations bill, labour relations act, etc.)?
- Does your organisation need to record details of disputes (e.g. personal grievances, harassment, etc.)?
- Does your organisation retain its own advocate or does an employee represent your organisation’s interests during the course of dispute proceedings?
- Does your organisation monitor each stage of a dispute?
- What are the various dispute stages that your organisation recognises?
- Does your organisation monitor the cost of disputes as a key performance indicator?
- What is the basis (formula) for this indicator?
- Does your organisation associate costs with each stage of a dispute?
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