Complaints Made in Bad Faith Sample Clauses

Complaints Made in Bad Faith. If the investigation determines that the complaint was made in bad faith, the complainant may be subject to discipline pursuant to Article 13 (Discipline). The employer shall take all necessary action to remedy the effects of the allegation on the respondent as well as on any other individual affected in the workplace.
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Complaints Made in Bad Faith. In the event that the complaint is made in bad faith – in other words, the person making it had absolutely no basis for the complaint and deliberately and maliciously filed the complaint – that person will be subject to disciplinary sanctions up to and including termination and a record of the incident will be put in their file. Disciplinary actions for someone who complains in bad faith will mirror those of a case of vio- lence, harassment and discrimination, and will depend on the seriousness of the situation. Compensation for the person falsely accused may include steps to restore any lost reputation, and any of the remedies that would be available in a case of violence, harassment and discrimi- nation. Appeals Process Either party (complainant or respondent) may appeal the outcome of a formal third party investi- gation within 30 days of being informed of the decision. The appeal is to be submitted to the em- ployer in writing and shall identify specific areas of the investigation that the party believes to be unfair or unjust. A meeting will then take place between the employer, the party appealing the decision, and their union. If the employer agrees there are grounds for an appeal, a new investigation may be conducted or aspects of the investigation may be corrected. If the employer does not agree there are grounds for an appeal, or if the party is still not satis- fied with the process of the new investigation after an appeal has been granted, then the party may choose to exercise the grievance procedure, as outlined in their collective agreement. Indi- viduals not covered by a collective agreement are to contact the Ministry of Labour on next steps. Any appeal of an employer-led investigation is automatically referred to a neutral third party. Training and Educational Resources Anti-harassment and discrimination information will be provided upon hire or shortly thereafter. Additional formal training will be provided for staff and management upon permanent hire, with a refresher course in accordance with our triennial convention cycle, or where appropriate, to en- sure compliance with legislative requirements. Management and/or Human Resources will receive additional specialized training that aligns with their level of involvement in conducting investigations. Training records will be maintained by the Human Resources department.
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Complaints Made in Bad Faith. (a) A complaint brought under this policy, which is determined by the Investigation Team and Senior Management to involve malicious intent, by the complainant is a violation of this policy subject to appropriate disciplinary action.
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Related to Complaints Made in Bad Faith

  • Complaints Investigation ‌ An employee who complains of harassment under the provisions of the Human Rights Code of British Columbia may refer the complaint to either one or other of the following processes:

  • Complaints and Feedback 15.3.1 The primary responsibility for receiving feedback and investigating complaints promptly and thoroughly in respect of the Services will rest with the Provider. The Provider will have procedures in place including but not limited to a complaints framework, which are acceptable to the Department, to gather and act upon feedback and complaints from Learners and/or their representatives and employers and the wider community. The Provider must also keep a log of the complaints received which will be accessible to the Department upon request.

  • Grievance Investigation The Employer agrees to supply to the Union the names of all applicants for a vacancy, or new position in the course of a grievance investigation.

  • Investigation of Grievances The investigation of grievances shall not interfere with the orderly process of education in District 281.

  • Convicted Vendors A person or affiliate placed on the convicted vendor list following a conviction for a public entity crime is prohibited from doing any of the following for a period of 36 months from the date of being placed on the convicted vendor list: submitting a bid on a contract to provide any goods or services to a public entity; submitting a bid on a contract with a public entity for the construction or repair of a public building or public work; submitting bids on leases of real property to a public entity; being awarded or performing work as a contractor, supplier, subcontractor, or consultant under a contract with any public entity; and transacting business with any public entity in excess of the Category Two threshold amount ($25,000) provided in section 287.017 of the Florida Statutes.

  • Processing of a Grievance It is recognized and accepted by the Union and the Employer that the processing of grievances as hereinafter provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during normal working hours only when consistent with such employee duties and responsibilities. The aggrieved employee and a Union representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the Employer during normal working hours provided that the employee and the Union representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the Employer.

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

  • Complaints by Bidders and Handling of Complaints (ix) The Recipient shall implement an effective and independent protest mechanism allowing bidders to protest and to have their protests handled in a timely manner. Fraud and Corruption

  • Complaint To commence a proceeding, the complaining party (or parties) shall provide by certified mail, return receipt requested, a written Complaint to the BCBSA Corporate Secretary (which shall also constitute service on BCBSA if it is a respondent) and to any Plan(s) and/or Controlled Affiliate(s) named therein. The Complaint shall contain:

  • COMPLAINT AND GRIEVANCE PROCEDURE 1. When a member of the bargaining unit has any grievance or complaint, he shall forthwith convey to his immediate superior, orally with or without a member of the Association Executive or in writing, all facts relative to the grievance and/or complaint. The member and the superior shall make every attempt to resolve the problem at this preliminary stage.

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