Complainants Sample Clauses

The 'Complainants' clause defines who is eligible to bring a complaint or claim under the agreement. Typically, this clause specifies the parties or individuals who have standing to initiate a formal complaint process, such as customers, employees, or third parties affected by the agreement. By clearly identifying the complainants, the clause ensures that only authorized or affected parties can seek remedies or initiate dispute resolution, thereby preventing frivolous or unauthorized claims and streamlining the complaint process.
Complainants. Competent authorities.
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Complainants. An employee has the right to file a complaint and to obtain a review of that complaint without fear of retaliation, through the procedures established according to this policy. Employees are encouraged to take assertive action should they feel they are being subjected to any type of discrimination or harassment. Employees are encouraged to make the feelings of harassment known to the respondent immediately by advising the respondent that the behavior is not welcome, is offensive and must cease immediately. Employees should: maintain a of times, dates, witnesses and the nature of the behavior for future reference; and cooperate with all stages of the investigation. It is the right of the complainant, so desired, to drop the allegations of harassment or made in good faith, without resolution, as long as: the decision was made without coercion; and the cornplainant understands that, where reasonable suspicion or definite evidence of harassment or discrimination exists, the and/or manager will be requiredto complete the investigation and remedy the situation. Before making a decision on how to may seek advice and assistance. Employees against whom a complaint has been lodged are entitled and shall: be as as practical that a complaint has been filed; be with a statement of allegations and be afforded an opportunity to respondto them; have the to speak to an impartial advisor, to review options; be by a the choice, at no expense to the employer, during any and and fully with all stages of the investigative process. are obliged with the and/or and to with all those responsible for the investigation of the complaint. No employee shall subjected to retaliation because that employee participated a witness. are obliged to maintain with respect to the investigation. Procedures The following procedures may be utilized by the complainant whether the complainant has experienced the harassment or discrimination or believes that a colleague has been harassed or discriminated against.
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Complainants. 2.1.1 An employee, potential employee, or third party who believes they have been sexually harassed or wishes to express a concern relating to a sexual harassment activity, may discuss the matter with the individual who caused the act or inappropriate activity, if comfortable. 2.1.2 If such a discussion does not resolve the matter or appears to be impractical or uncomfortable, the employee, potential employee, or third party may report the concern to the school administrator or department supervisor orally, electronically, or in writing. 2.1.3 At any point in the complaint process, complainants and/or supervisors may contact Employee Relations (Human Resources), to report the concern and receive guidance.
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Related to Complainants

  • Complaints If you have a complaint relating to the sale of energy by us to you, or this contract generally, you may lodge a complaint with us in accordance with our standard complaints and dispute resolution procedures. Note: Our standard complaints and dispute resolution procedures are published on our website.

  • Complaint Stage It is the mutual desire of the Parties that the complaints of employees shall be adjusted as quickly as possible. An employee who has a complaint must bring that complaint to the attention of the immediate Manager within five (5) working days of when the employee became or ought reasonably to have become aware of the occurrence that gave rise to the complaint. It is understood that no employee has a grievance until the immediate Manager has been given an opportunity to adjust the complaint and verbally reply, which shall be a maximum of three (3) working days from the presentation of the complaint.

  • Complaints and Appeals As a Premera member, you have the right to offer your ideas, ask questions, voice complaints and request a formal appeal to reconsider decisions we have made. Our goal is to listen to your concerns and improve our service to you. If you need an interpreter to help with oral translation, please call us. Customer Service will be able to guide you through the service. We would like to hear from you. If you have an idea, suggestion, or opinion, please let us know. You can contact us at the addresses and telephone numbers found on the back cover. Please call us when you have questions about a benefit or coverage decision, our services, or the quality or availability of a healthcare service. We can quickly and informally correct errors, clarify benefits, or take steps to improve our service. We suggest that you call your provider of care when you have questions about the healthcare they provide.

  • COMPLAINTS AND GRIEVANCES 7.01 If an employee has a complaint concerning the application, interpretation, administration, or alleged violation of any of the provisions of this Agreement, he/she shall take the matter up orally with his/her immediate Supervisor or designate within five (5) business days after the circumstance giving rise to the complaint. The Supervisor or designate will give his/her answer to the 7.02 If such complaint or question is not settled to the satisfaction of the employee, then the following steps of the grievance procedure may be invoked in order. It is understood that a grievance must be lodged within five (5) business days after receiving the Supervisor’s or designate response to the complaint as per article 7.01. STEP 1 Any employee grievance shall be set forth in writing, in duplicate, and shall be presented to the Supervisor. The submissions shall include reference to the specific clause and article of the Agreement allegedly violated or misinterpreted and redress sought. The Supervisor shall review the grievance and reply in writing to the Union within five (5) business days, giving his/her disposition and his/her reason thereof. STEP 2 If a settlement has not been reached under Step 1, the employee may within five (5) business days of the Supervisor's reply, refer the grievance to the Administrator of the Home, at interest, or his/her nominee. The Administrator of the Home or his/her nominee together with the employee and his/her Supervisor, and his/her ▇▇▇▇▇▇▇, shall meet within five (5) business days of reference to the Administrator of the Home. The Administrator of the Home shall give his/her reply in writing to the Union within five (5) business days after date of meeting. STEP 3 If settlement has not been reached under Step 2, the employee may refer the grievance to his/her Union Grievance Committee which may within five (5) business days of the Administrator's reply refer the grievance to the Director of Human Resources or his/her designate. Within five (5) business days the Director of Human Resources or his/her designate together with such other representation as may be chosen to represent the Employer shall meet with the Union Grievance Committee to discuss the grievance. At this meeting a full-time representative of the Union may be present, if his/her presence is requested by the Employer or the Union. Written reply to the grievance shall be given to the Union within five (5) business days after such meeting. If a grievance is not settled to the satisfaction of either party to this Agreement by the procedure outlined above, then either party may, within ten (10) working days of the reply of the Director of Human Resources, refer the grievance to arbitration in accordance with the provisions contained in Article 9. 7.03 Any of the time allowances provided in the Article may be extended by mutual agreement in writing between the Union and the Employer. 7.04 Notwithstanding the provisions of the Ontario Labour Relations Act, any grievance not initiated or appealed at any stage of the grievance procedure, including reference to arbitration within the limits stipulated, shall be considered settled on the basis of the last decision and NOT subject to further appeal. 7.05 No employee written reprimand shall be entered in an employee's personnel file unless the employee and Local Recording Secretary or designate are given a copy of such written reprimand. 7.06 Saturdays and Sundays and paid holidays shall not be considered working days within the scope of this Article.

  • Legal Actions A Receiver may bring, prosecute, enforce, defend and abandon any action, suit or proceedings in relation to any Security Asset which he thinks fit.