Complaint Investigation Sample Clauses

Complaint Investigation. (a) The manager shall within five (5) working days schedule a meeting with the complainant and obtain all relevant details from him/her concerning the allegation(s) of discrimination/harassment. The manager shall record and document all relevant details concerning the complaint. (b) Within fifteen (15) working days of such meeting, the manager shall complete an investigation of the complaint by meeting with each of those concerned including the alleged harasser. (c) On completion of the investigation the manager shall determine the appropriate course of action to be taken, and he/she shall communicate in writing within ten (10) working days his/her decision to the complainant which shall include a copy of the report and will outline the conclusion(s) drawn, decision(s) reached and action(s) which shall be taken concerning the disposition of the complaint. A copy of all written communication shall be forwarded to the Assistant Vice President, Human Resources. (d) Where the manager does not have jurisdictional authority over the respondent, the manager shall involve the appropriate line manager in the investigation.

Complaint Investigation. Flextronics shall, at Customer’s request, assist with Customer’s investigation of Product complaints received from Customer’s customers to the extent that such complaints may reasonably pertain to Flextronics’s manufacture of the Products.

Complaint Investigation. 1. When the Agency receives a non-criminal complaint against a teacher, the Agency shall fully discuss the complaint with the complainant(s). If, after initial review, a comprehensive investigation is undertaken, the teacher shall be given first opportunity to provide information he/she deems relevant. The Agency will provide the teacher with updates on the status of the non-criminal complaint every ten (10) school days and the disposition of the non-criminal complaint within a reasonable amount of time. 2. If the teacher has reason to believe that such a discussion might adversely affect his/her employment, he/she shall have the right to have a representative of his/her choice present for that discussion. If the parties deem that further interaction with the complainant could result in additional complaints, they shall have the option of removing the complainant from the classroom, or place the teacher on leave with pay status until the determination of the pre-suspension hearing. 3. If the Agency chooses to remove the accused teacher from his/her work assignment during the investigation, the teacher may be assigned other duties without loss of pay. 4. If discipline action is taken, the Agency must comply with the Discipline Section A. 5. A copy of the written report of the results of the Agency investigation shall be provided to the teacher and to any involved party at the teacher's request, except material confidential under either state or federal laws. 6. Disclosures to the teacher of a complaint alleging criminal conduct is not required if there is a reasonable basis to believe the disclosure may jeopardize evidence, provided that disclosure is required promptly after passage of such jeopardy.

Complaint Investigation. (a) The ▇▇▇▇ shall within five (5) working days schedule a meeting with the complainant and obtain all relevant details from him/her concerning the allegation(s) of discrimination/harassment. The ▇▇▇▇ shall record and document all relevant details concerning the complaint. (b) Within fifteen (15) working days of such meeting, the ▇▇▇▇ shall ensure that a complete investigation of the complaint takes place. (c) In the course of carrying out the investigation, the ▇▇▇▇/Senior Director may interview individuals with relevant knowledge of the facts or incident in issue. The notes summarizing the content of the interview(s) or, if available, the transcript of the interview(s) [which will include the name of individuals interviewed and name(s) of individual(s) referenced in the interview(s)], will be provided to the Union representative, after the completion of all interview(s) and prior to the ▇▇▇▇/Senior Director communicating his/her decision, for review and appropriate comment. Should the Union representative wish to provide comments upon receiving the above mentioned material, he/she shall provide such comments to the ▇▇▇▇/Senior Director within five (5) working days of receipt of the information. (d) On completion of the investigation and upon reviewing all the facts the ▇▇▇▇ shall determine the appropriate course of action to be taken, and he/she shall communicate in writing within ten (10) working days his/her decision to the complainant which shall include a copy of the report and will outline the conclusion(s) drawn, decision(s) reached and action(s) which shall be taken concerning the disposition of the complaint. A copy of all written communication shall be forwarded to the Assistant Vice President, Human Resources. (e) Where the ▇▇▇▇ does not have jurisdictional authority over the respondent, the ▇▇▇▇ shall involve the appropriate administrative or academic line manager in the investigation.

Complaint Investigation. (Human Services Coalition) Section 1. Reasonable notice will be provided to an employee if or when the Agency receives a complaint of merit which is non-criminal in nature. The employee will be given an opportunity to respond as early in the process as is feasible. The employee’s response, if in writing, shall be attached permanently to the complaint and copies thereof. In the event that the Agency determines that a formal investigation is necessary and so notifies the employee, upon the employee’s request, he/she shall have the right to Union representation during the investigatory interview that the employee reasonably believes will result in disciplinary action.

Complaint Investigation. To receive, investigate and, upon finding probable cause on any complaint of violation of RSMo ch. 213, to bring such complaint before the human rights commission. If the director finds probable cause to believe that a violation of this chapter has occurred, he or she may refer the matter to the city counselor's office for prosecution in municipal court. Any staff assigned to assist the commission shall be supervised by the director of civil rights and equal opportunity. The director shall not have the power to process complaints of discrimination brought against the city and shall defer any such complaints to the state commission on human rights or any appropriate federal agency for processing.

Complaint Investigation. The Client will investigate and resolve all medical and non-medical Product complaints. Patheon will investigate all Patheon manufacturing and packaging-type Product complaints related to the Manufacturing Services. The Client will retrieve complaint sample(s) and forward them to Patheon in a timely manner to aid a complete and comprehensive investigation.

Complaint Investigation. 19.11.05.01 Harassment is one of the most sensitive issues in the workplace. Because of this, a complaint procedure must be flexible, confidential, apply to all situations, available to everyone, and provide a mechanism for investigation. All harassment complaints will be investigated in a prompt, confidential and impartial manner until such time as they are resolved. Breaches of confidentiality may be subject to discipline. 19.11.05.02 Any employee who believes they are the victim of harassment is encouraged to report the matter. Retaliation in any form against a complainant or a witness in a harassment investigation is unacceptable and may be subject to discipline. In any instance of retaliation, management is responsible for ensuring corrective action is taken, up to and including dismissal. 19.11.05.03 All information concerning the complaint will be kept confidential, and all reasonable steps will be taken by the Company and the Union to ensure this happens. However, should the matter not be resolved though this Article and proceed to arbitration or a human rights tribunal, the investigators report may be subject to subpoena and become part of public record. No information concerning the complaint will be placed on the file of any witness unless it is confirmed that a witness has given false testimony or has acted in a vindictive manner. 19.11.05.04 The complainant will have the option of starting the investigation process at Stage 1 or Stage 2.

Complaint Investigation. (a) The ▇▇▇▇ shall within five (5) working days schedule a meeting with the complainant and obtain all relevant details from him/her concerning the allegation(s) of discrimination/harassment. The ▇▇▇▇ shall record and document all relevant details concerning the complaint. (b) Within fifteen (15) working days of such meeting, the ▇▇▇▇ shall ensure that a complete investigation of the complaint takes place. (c) On completion of the investigation and upon reviewing all the facts the ▇▇▇▇ shall determine the appropriate course of action to be taken, and he/she shall communicate in writing within ten (10) working days his/her decision to the complainant which shall include a copy of the report and will outline the conclusion(s) drawn, decision(s) reached and action(s) which shall be taken concerning the disposition of the complaint. A copy of all written communication shall be forwarded to the Executive Director, Human Resources. (d) Where the ▇▇▇▇ does not have jurisdictional authority over the respondent, the ▇▇▇▇ shall involve the appropriate administrative or academic line manager in the investigation.