Unit of competency Outline
Date retreived
22/07/2026 1:44 AM AWST
22/07/2026 1:44 AM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Apply workplace relations dispute-resolution procedures
Apply workplace relations dispute-resolution procedures
Unit of competency
National Code
PSPWPR503A
PSPWPR503A
State Code
D3725
D3725
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
07/07/2014
Field of Education
120505 - Work Practices Programmes
Original Release Date
07/07/2014
Nominal Hours
35
Description
This unit covers the competency required to resolve or advise on the resolution of workplace disputes by applying workplace relations dispute procedures that comply with relevant legislation. It includes identifying and clarifying workplace disputes, selecting and implementing resolution processes, and reporting on and evaluating the effectiveness of processes used.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1. Identify and clarify the nature of workplace disputes
- 1.1 Potential and actual workplace disputes are identified, or reported disputes noted, and resolution procedures initiated according to workplace procedures.
- 1.2 Facts and issues surrounding dispute are established through separate consultations with each disputing party and appropriate organisational research.
- 1.3 Relevant information is documented, collated and disseminated to the disputing parties and other appropriate persons according to organisational and legislative requirements.
2. Select and explain dispute-resolution procedures
- 2.1 Dispute-resolution procedures are analysed, explained to and discussed with relevant parties.
- 2.2 Dispute-resolution procedures and objectives are negotiated with relevant parties and decisions are verified and documented.
- 2.3 Roles and responsibilities of parties in the dispute-resolution process are determined and explained to participants.
- 2.4 Dispute-resolution procedures are scheduled and initiated according to organisational and legislative requirements.
- 2.5 Dispute-resolution procedures conducted by either statutory agencies or external dispute-resolution providers are analysed and explained.
- 2.6 Referrals to statutory agencies or external dispute-resolution providers are made, as necessary, according to workplace procedures.
3. Implement dispute-resolution procedures
- 3.1 Appropriate conduct of disputing parties during dispute-resolution procedures is explained and confirmed as understood.
- 3.2 Communication strategies are employed during the resolution process to ensure timely progress and promote positive outcomes.
- 3.3 Negotiation between parties is facilitated and supported to encourage agreement to a course of action.
- 3.4 Agreed courses of action are clarified, documented and validated by all parties or reasons for failure to agree are documented and dispute-resolution procedures are closed.
- 3.5 Unresolved disputes are referred to appropriate tribunal or person according to organisational and legislative requirements.
4. Report on and evaluate resolution procedures
- 4.1 Outcomes of dispute-resolution procedures are reported to relevant parties according to organisational and legislative requirements.
- 4.2 Outcomes are compared to objectives and any issues preventing satisfactory resolution are reviewed.
- 4.3 Strategies for improving the effectiveness of dispute-resolution procedures are discussed with relevant parties and reported according to organisational procedures.
The range statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Bold italicised wording, if used in the performance criteria, is detailed below. Essential operating conditions that may be present with training and assessment (depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts) may also be included.
Workplace disputes may include:
any disagreement in industrial relations between relevant stakeholders regarding such things as:
wages
conditions of employment
employee entitlements
termination of employment
industrial action
enforcement and compliance with workplace laws
coercion and duress
OHS
Organisational and legislative requirements may include:
OHS procedures
dispute-resolution procedures
legislation, codes and standards relevant to the workplace, such as:
Workplace Relations Act 1996
workplace relations regulations
Fair Work Act 2009
Independent Contractors Act 2006
other relevant federal, state or territory, and local legislation relating to:
OHS
human rights and equal employment opportunity
industrial relations
immigration
superannuation
workers compensation
long service leave
relevant industry codes of practice
note: legislation, codes and standards are subject to change and current relevant versions should be researched
relevant awards, employment contracts or industrial instruments, such as:
employee collective agreement (ECA)
union collective agreement (UCA)
employee greenfield agreement (EGA)
union greenfield agreement (UGA)
Australian workplace agreement(AWA)
individual transitional employment agreement (ITEA)
enterprise bargaining agreement (EBAs)
enterprise agreement
single enterprise agreement
multi enterprise agreement
notional agreement preserving state award (NAPSA)
preserved state agreement (PSA)
common law contract (CLC)
federal award
state award
contract for award-free employees
Dispute-resolution procedures may include:
conferencing
mediation
assisted negotiation
assisted voluntary resolution (AVR)
neutral evaluation
case appraisal
conciliation
arbitration
services or procedures specified in the regulations
Communication strategies may include:
active listening
negotiating
dealing with conflicting information
paraphrasing
questioning skills
adapting communication style to suit audience
substituting technical jargon with plain English
assertive communication
using conflict resolution strategies
Workplace disputes may include:
any disagreement in industrial relations between relevant stakeholders regarding such things as:
wages
conditions of employment
employee entitlements
termination of employment
industrial action
enforcement and compliance with workplace laws
coercion and duress
OHS
Organisational and legislative requirements may include:
OHS procedures
dispute-resolution procedures
legislation, codes and standards relevant to the workplace, such as:
Workplace Relations Act 1996
workplace relations regulations
Fair Work Act 2009
Independent Contractors Act 2006
other relevant federal, state or territory, and local legislation relating to:
OHS
human rights and equal employment opportunity
industrial relations
immigration
superannuation
workers compensation
long service leave
relevant industry codes of practice
note: legislation, codes and standards are subject to change and current relevant versions should be researched
relevant awards, employment contracts or industrial instruments, such as:
employee collective agreement (ECA)
union collective agreement (UCA)
employee greenfield agreement (EGA)
union greenfield agreement (UGA)
Australian workplace agreement(AWA)
individual transitional employment agreement (ITEA)
enterprise bargaining agreement (EBAs)
enterprise agreement
single enterprise agreement
multi enterprise agreement
notional agreement preserving state award (NAPSA)
preserved state agreement (PSA)
common law contract (CLC)
federal award
state award
contract for award-free employees
Dispute-resolution procedures may include:
conferencing
mediation
assisted negotiation
assisted voluntary resolution (AVR)
neutral evaluation
case appraisal
conciliation
arbitration
services or procedures specified in the regulations
Communication strategies may include:
active listening
negotiating
dealing with conflicting information
paraphrasing
questioning skills
adapting communication style to suit audience
substituting technical jargon with plain English
assertive communication
using conflict resolution strategies
The Evidence Guide provides advice on assessment and must be read in conjunction with the performance criteria, required skills and knowledge, range statement and the Assessment Guidelines for the Training Package.
Overview of assessment
Competency must be demonstrated by the application of dispute resolution procedures
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm the ability to:
analyse workplace disputes
apply dispute-resolution procedures from initiation to closure
apply appropriate communication strategies to facilitate resolution
interpret and communicate workplace relations information
evaluate processes and contribute to process improvement
Consistency in performance
Competency should be demonstrated by the application of a range of dispute-resolution procedures to different disputes involving various types of industrial instruments and a range of conditions and entitlement issues.
Context of and specific resources for assessment
Assessment must comply with:
organisational client management and health and safety procedures
applicable regulations and codes
Access may be required to:
a simulated work environment
organisational policies and procedures
workplace relations information
Guidance information for assessment
The following assessment methods are suggested:
questioning about types and application of dispute-resolution procedures and the processes involved in each
observation of the candidate applying workplace relations dispute-resolution procedures in a variety of contexts
feedback from peers and/or supervisor that the candidate consistently applies relevant workplace procedures
review of records completed by candidate or reports of performance
In all cases, practical assessment should be supported by questions to assess underpinning knowledge and those aspects of competency that are difficult to assess directly. Questioning techniques should suit the language and literacy levels of the candidate.
Overview of assessment
Competency must be demonstrated by the application of dispute resolution procedures
Critical aspects for assessment and evidence required to demonstrate competency in this unit
Assessment must confirm the ability to:
analyse workplace disputes
apply dispute-resolution procedures from initiation to closure
apply appropriate communication strategies to facilitate resolution
interpret and communicate workplace relations information
evaluate processes and contribute to process improvement
Consistency in performance
Competency should be demonstrated by the application of a range of dispute-resolution procedures to different disputes involving various types of industrial instruments and a range of conditions and entitlement issues.
Context of and specific resources for assessment
Assessment must comply with:
organisational client management and health and safety procedures
applicable regulations and codes
Access may be required to:
a simulated work environment
organisational policies and procedures
workplace relations information
Guidance information for assessment
The following assessment methods are suggested:
questioning about types and application of dispute-resolution procedures and the processes involved in each
observation of the candidate applying workplace relations dispute-resolution procedures in a variety of contexts
feedback from peers and/or supervisor that the candidate consistently applies relevant workplace procedures
review of records completed by candidate or reports of performance
In all cases, practical assessment should be supported by questions to assess underpinning knowledge and those aspects of competency that are difficult to assess directly. Questioning techniques should suit the language and literacy levels of the candidate.
No information
| State Code | National Code | Title | Type |
|---|---|---|---|
| J316 | PSP52112 | Diploma of Government (Workplace Relations) | Qualification |