For an Escalated Complaint Sample Clauses

For an Escalated Complaint you should advise the Consumer that you are unable to address his or her concerns directly and contact the title/escrow/settlement officer by phone before proceeding with the signing. Initial If the borrower signer requests to proceed with the signing before you are able to reach the title/escrow/settlement officer, you must advise the signer that you cannot proceed without the title/escrow/settlement officer’s clearance. At the conclusion of the signing appointment, you must document the facts and notify the title/escrow/settlement office of the complaint. Annual Acknowledgment I have read, understand and agree to the procedures set forth herein, and I acknowledge that my performance will be monitored by FNTG for compliance. I understand that failure to comply with these Consumer Complaint Handling Procedures may result in my removal from FNTG’s approved notary network. Date Signature Printed Name City, State and Zip Email
Sample 1
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Related to For an Escalated Complaint

  • Anonymous Complaints When an anonymous complaint, where the complaint, if true, would not or could not lead to criminal charges, is made against a member and no corroborative evidence is obtained through a prompt investigation by management, the complaint shall be classified as unfounded. No disciplinary action may be brought as the result of unfounded complaints.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Resolving an Employment Relationship Problem The employee and employer should first make a reasonable effort to discuss the problem and settle it by mutual agreement. (If it’s a personal grievance, it must first be raised with the employer within 90 days - Personal Grievances are explained further below). An employee (or employer) has the right to be represented at any stage. When a problem arises, union members should contact their local NZEI Te Riu Roa field officer for advice and representation. Employers should contact NZSTA or other adviser/representative of choice.

  • Formal Complaint Step 2, Division Head

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • Customer Complaints Each party hereby agrees to promptly provide to the other party copies of any written or otherwise documented complaints from customers of Dealer received by such party relating in any way to the Offering (including, but not limited to, the manner in which the Shares are offered by the Dealer Manager or Dealer), the Shares or the Company.

  • SALARY DETERMINATION FOR EMPLOYEES IN ADULT EDUCATION PCA Article B.3 does not apply in School District No. 34 (Abbotsford).

  • Client Complaints The Operator and AHS shall promptly inform the other party of any material complaints, concerns or grievances made to or against the Operator with respect to the Services. The Operator acknowledges that AHS is required to establish and maintain a patient concerns resolution process in accordance with the Patient Concerns Resolution Process Regulation (AR 124/2006) and that AHS has been advised by the Office of the Alberta Ombudsman that all contracted service providers are also required to have a patient concerns resolution process in place. The Operator shall comply with the Patient Concerns Resolution Process in Schedule “D”, Appendix 5.

  • EMPLOYMENT RELATIONSHIP PROBLEMS What is an Employment Relationship Problem? It is a problem between employee and employer. For example, it might be a personal grievance or a dispute about a provision in an employment agreement.

  • School Year Employment If an employee is employed on the basis of a school year and such employment contemplates absences from the State payroll during the summer months or vacation periods scheduled by the Appointing Authority which occur during the regular school year, the employee shall nonetheless remain eligible for an Employer Contribution, provided that the employee appears on the regular payroll for at least one (1) working day in the payroll period immediately preceding such absences.

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