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Providing feedback opportunities for our employees to have their say is very important to the Board, senior management and people leaders at NAB. Our people are a source of valuable and innovative ideas, which help us to improve the way we do business, our customer experience, our products and services and our working environment.
We encourage our people to look for and suggest ways to improve all aspects of their working life at NAB. We are committed to continuous improvement. Across the Group, our people have a number of channels through which they can provide ideas and feedback. Updates on these channels are provided annually in our CR Detailed Facts & Information pack.
NAB has a policy in place with respect to consultation on significant organisational change. In each region, as part of our collective agreements, there are commitments to consult employees regarding significant organisational change prior to the implementation of that change.
In Australia, as part of the Enterprise Agreement, the provisions relate to consultation of both employees and the union. This arrangement is similar in the UK. UK employment law stipulates minimum consultation periods for redundancy and outsource situations. In New Zealand, good faith provisions of the Employment Relations Act 2000 are reflected in the collective agreement under the consultation provisions.
Employee Grievance Processes
There are several channels for employees to raise grievances, and we recognise the benefit of providing both formal and informal mechanisms for our people to raise issues and complaints. The processes are consistent throughout the Group.
Across the Group, we offer a confidential helpline. This is part of our Whistleblower Protection Program.
In Australia, New Zealand and the UK, our people can also contact the People Advisory Centre to raise their concerns whether it is a policy-related question, or a matter of personal concern in the workplace. If the concern is more complex, or sensitive in nature, the matter can be escalated to a dedicated case management team within our Workplace Relations teams. In Australia, our dispute resolution procedure is also included in our Enterprise Agreement, which recognises the right for employees to seek representation from their union.
In New Zealand, in addition to the confidential help line, the employment agreement directs employees with a grievance to independent legal advisers, union representatives, the Department of Labour, Human Rights Commission and the Employment Relations Authority.
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