Complaint Process Sample Clauses
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Complaint Process. (a) The Employer and the Union agree that all Employees of the University are responsible for adhering to the University’s policies on human rights, as well as those on the prevention of workplace violence, workplace harassment, sexual violence, and sexual harassment.
(b) Any complaint of harassment may also be grieved using the procedures set out in Article 10 of the Collective Agreement. Grievances will be held in abeyance until such time as the process initiated by the Employee in the appropriate policy has been completed.
(c) Where the respondent to the complaint is the person who would normally deal with any of the steps of the grievance, the respondent will be recused from the grievance process, and the grievance shall automatically be sent forward to the next step.
(d) A copy of the following documents shall be retained on the University website: • Carleton University’s Human Rights Policies and Procedures (including such Discrimination and Harassment Policies as the Sexual Harassment Prevention Policy at Part IV s.4); • ▇▇▇▇▇▇▇▇’▇ Workplace Harassment Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Workplace Harassment Prevention Program; • Carleton’s Workplace Violence Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Workplace Violence Prevention Program; • Carleton’s Environmental Health and Safety Policy; • ▇▇▇▇▇▇▇▇’▇ Sexual Violence Policy. The Employer will ensure that the above documents are electronically provided to the Union.
(e) All matters arising from this Article will be administered in accordance with the University’s Access to Information and Privacy Policy, as amended from time to time, the Freedom of Information and Protection of Privacy Act (FIPPA) and the University’s Sexual Violence Policy (where appropriate), as amended from time to time.
Complaint Process. Any complaints concerning the instructional process or materials shall be processed in accordance with Board Policy. The employee shall be provided a copy of any such complaint and shall have the opportunity to comment upon the material in the public hearing conducted pursuant to RCW 28A.58.758 [28A. 150.230].
Complaint Process. If Customer has a complaint of any kind, Customer may contact Sonoma Clean Power at 1-855- 202-2139, or the California Public Utilities Commission Consumer Affairs Branch at 1-866-849- 8390 (toll free) or ▇-▇▇▇-▇▇▇-▇▇▇▇. For complaints to the California Public Utilities Commission (CPUC), Customer understands that the dispute will be resolved in accordance with CPUC Rules of Practice and Procedure (additional information here: ▇▇▇▇▇://▇▇▇.▇▇▇▇.▇▇.▇▇▇/consumer- support/file-a-complaint/complaints-about-cpuc/).
Complaint Process. 04.01 An employee who believes they are a victim of harassment should make their objection known to the alleged harasser, directly or through a third party, and is encouraged to resolve the matter wherever possible on an informal basis. The employee may choose to ask for help from their local manager and/or Union
Complaint Process. When an incident of workplace harassment or discrimination is alleged, it shall be investigated in accordance with the Employer policy and Employees are required to cooperate with the investigation. Investigations will be conducted in an objective, timely and sensitive manner. Investigations will be concluded within thirty (30) days from the date, which the complaint was submitted to the Employer unless circumstances warrant an extension, which the Union will not unreasonably deny.
Complaint Process. 03.01 All harassment complaints will be addressed in a prompt, confidential and impartial manner. Breaches of confidentiality may be subject to discipline, up to and including discharge.
03.02 Employees who believe they are the victim of harassment are encouraged to report the matter through the appropriate process outlined below.
Complaint Process. Any person aggrieved by an alleged violation of this directive may file a complaint with the OLA. The complaint will be reviewed and investigated in accordance with the OLA’s Procedures for Processing Language Access Complaints. Nothing herein shall be construed to bar a judicial officer from enforcing the directive during a proceeding or in any subsequent review of the proceeding in which a violation has occurred. The local Managing Interpreter shall make complaint forms available in all courthouses.
Complaint Process. A. PDE will develop and implement a process by which ELs and students with a disability, and their Parents, can seek to resolve complaints and concerns regarding any aspect of AEDY related to EL services or ADA requirements, including placement and exiting decisions, the quality of relevant academic instruction, the provision or omission of language assistance services, and services to students with disabilities, including reasonable modifications. PDE may open this process to all students, Parents, and others and receive and resolve complaints concerning all aspects of AEDY. The process will include the following steps:
i. Local Level Resolution: Students, Parents, and others having complaints and concerns regarding AEDY will be required to seek resolution of complaints and concerns via the relevant AEDY Program and/or LEA rather than elevating concerns to PDE in the first instance. PDE will require LEAs and AEDY Programs to develop and implement local policies and procedures, which will be submitted to PDE when applying for AEDY Program approval, by which students, Parents, and others can submit complaints and concerns to LEAs and/or AEDY Programs related to AEDY Programs. This paragraph does not limit any other rights or remedies under federal and state law.
ii. PDE Review: Students, parents, and others will be provided an opportunity to seek PDE review if a local EL or ADA complaint or concern is not resolved at the local level and/or if students, Parents, or others wish to challenge the local level resolution.
B. At both the local level resolution and PDE review stages, the complaint process will include providing all interested persons with: the relevant policies for investigation of EL and ADA complaints, including policies regarding interviews and consideration of relevant evidence, as well as possible outcomes of an investigation; timely procedures for responding to the person making the complaint; information about potential means of responding to the complaint; reasonable time frames for response; and information regarding how to determine the status of a complaint.
C. PDE will notify AEDY stakeholders, including Parents, students, advocates, LEA Coordinators, and AEDY Program Coordinators, about the local level resolution and PDE review process required by Section IV.A. above, by posting the process on PDE’s website in both English and Spanish, and include information that explains how persons who require oral or written translation into a diff...
Complaint Process. 18.3.6.1 Employees who believe they have been subjected to or witnessed sex- or gender-based harassment or discrimination are encouraged to advise the person believed to have engaged in harassment or discrimination that the conduct is unwelcome, undesirable, or offensive.
18.3.6.2 If the employee elects not to confront the alleged harasser, or if the conduct persists after an objection, they shall, within a reasonable time, either report the incident to their supervisor or to the next level of authority in their Department/Division, or they may elect to report the incident as set forth below.
18.3.6.3 If the employee decides to follow through on a formal complaint after talking to their supervisor or next level of authority in their Department/Division, the supervisor or next level authority shall ensure that the employee completes a complaint form, and the supervisor or next level authority shall send the complaint to the DHRM’s Sex- or Gender-Based Harassment & Discrimination Investigation Unit (SGHDIU).
18.3.6.4 If the employee elects not to report the complaint as described above, they may report incidents of sex- or gender-based harassment or discrimination as follows:
18.3.6.4.1 to the coordinator within their Department/ Division designated to receive such complaints, e.g., the person identified on the “Discrimination Has No Place in the Workplace” flyer posted in the Department/ Division, the Equal Employment Opportunity (EEO) Officer, or the Departmental/ Divisional Human Resources Office; or,
Complaint Process. 1. School based administrators shall inform the educational community, in writing, of the complaint process set out in Board Regulation 1155 by September 30th of each school year.
2. If any complaint involves potential misconduct, the investigation protocol agreement and article C.26 shall apply.
3. When a member of the educational community raises a concern involving a teacher to a principal or other representative of the Board:
a. The community member will be advised to speak directly with the teacher involved.
b. If they agree, the process outlined in Board Regulation 1155 will apply.
c. If the person is unwilling to speak directly with the teacher involved, the principal or other Board representative may hear the concern.
i. Except in extraordinary circumstances where doing so would prevent successful resolution of the concern, the principal or other Board representative will inform the teacher of the substance of the concern and will also advise the educational community member that the teacher will be so informed.
ii. If the matter does not involve potential misconduct, no further action will be taken or Regulation 1155 will be followed from Step II (Facilitated Contact).
d. Where a complaint is initiated at step one of Board Regulation 1155 directly with the teacher, they may request that the principal assist in resolving the concern. In the event that a complaint is moved to step two of Board Regulation 1155 under Article E.31.3.c.ii above the principal will prior to step two advise the teacher of the formal complaint.