FORMAL COMPLAINT PROCESS. A. *Written Grievance By law the grievance must be filed within a year of the alleged improper order, action, or event, it is however preferred that a grievance be filed no later than 60 days after the date of the alleged occurrence. The Human Resources Department has been designated to keep the grievance forms and coordinate the process by keeping the process on schedule. If a particular person, rather than or in addition to the program, is named in the grievance, the HR Partner or Chief People Officer will notify the accused of the investigation and his or her rights under this policy. She/he will be given an opportunity to gather and present evidence and prepare a response to the grievance. The aggrieved party can file a written grievance at any time – either before or after attempting mediation. The written complaint must contain a summary of the event and the aggrieved party’s position. The Program Manager must discuss the matter with the member and any other appropriate parties and reply in writing to the member’s written complaint within 2 to 3 weeks after receiving it. If the dispute is not mutually resolved or the Program Manager fails to, the member may appeal the matter to the Executive Director, Program Director, or HR Partner, within 5 working days after receiving her/his supervisor’s written decision. The Executive Director, Program Director, or HR Partner, must meet with the aggrieved party within 5 working days of receiving the appeal. At this meeting above parties will discuss the grievance with the aggrieved party. Within 5 working days of this meeting, City Executive Director, Program Director, or HR Partner, will render a decision on the grievance and the necessary actions. If the aggrieved member is unsatisfied with the decision within 5 working days of receiving the decision or if the Executive Director, Program Director, or HR Partner, fails to issue a decision within the time limit, the member may appeal the decision to the Grievance Committee by notifying them in writing. The appeal should describe the grievance and the steps the member has already taken to resolve the matter. AT THIS POINT THE INFORMAL HEARING IS HELD
FORMAL COMPLAINT PROCESS. If you have a dispute with METAL X (a “Complaint”), you agree to contact METAL X through our support team to attempt to resolve any such dispute amicably.
FORMAL COMPLAINT PROCESS. If you have a dispute with Symbridge, you agree to contact Symbridge through our customer support team to attempt to resolve any such dispute amicably. If we cannot resolve the dispute through Symbridge’s customer support team, you and we agree to use the Formal Complaint Process set forth below. You agree to use this process before contacting any regulatory bodies or filing any arbitration claim or small claims court action, unless such obligation is prohibited by applicable law.
FORMAL COMPLAINT PROCESS. In the event that an employee files a formal complaint with his or her manager, Human Resources designate or a CAW designate, a formal investigation will be conducted. The investigation will be conducted jointly by a Human Resources designate and a CAW designate in situations where a CAW employee is either a complainant or an alleged harasser. A thorough impartial and confidential investigation of the complaint will normally include, but is not limited to, interviews with the complainant, the accused party, relevant witnesses and a review of any pertinent records. Retaliation or threats against a complainant or witness for taking part in an investigation of a complaint is strictly prohibited and will result in disciplinary action up to and including discharge. All complaints will be handled promptly. The objective is to complete the investigation and communicate the results to the complainant and the accused party within 30 days of receipt of the complaint. Where an employee feels threatened or severe harassment is claimed, the employee may remain in their regular assignment, or be re-assigned to a mutually acceptable area. Upon completion of the investigation, a report will be prepared by the investigator(s), which will include, if appropriate, recommendations regarding corrective action. The Complainant and the accused party will be informed whether the allegation of harassment is verified. If so, the complainant will be advised verbally of the collective action to be taken, provided he/she signs a non- disclosure agreement In addition, the accused party will be informed in writing of the determination and the corrective action to be taken. If the allegation of harassment is unfounded, the complainant and the accused will be so advised in writing. Information gathered during the investigation will be disclosed only for the purpose of conducting the investigation or as compelled by law. Results of the investigation will be maintained in a confidential file located in Human Resources and will not be filed in the accuser’s file unless disciplinary action is taken. Employees, be they the accused harasser or the complainant, who are not satisfied with the investigation/resolution process may bring the matter to the attention of the General Manager of the Company and/or the Secretary-/Treasurer of the CAW.
FORMAL COMPLAINT PROCESS. A member may request a grievance hearing without participating in ADR or if the ADR process fails to facilitate a mutually agreeable resolution. The member should make a written request for a hearing to the Program Director, Xxxxxx XxXxxxxx. Except for a grievance that alleges fraud or criminal activity, a request for a grievance hearing must be made within one year after the date of the alleged occurrence. It is preferred that they be filed no later than 60 days after the date of the alleged occurrence. At the time a request for a hearing is made, the program should make available to the member information that it relied upon in its disciplinary decision. The Project Director, Xxxxxx XxXxxxxx, will conduct the grievance hearing. The person conducting the hearing may not have participated in any previous decisions concerning the issue in dispute. A hearing must be held no later than 30 calendar days after the filing of the grievance, and a written decision must be made no later than 60 calendar days after filing. Allegations of fraud or criminal activity must be reported immediately to the Corporation for National and Community Service’s Inspector General. If the grievance pertains to discrimination on the basis of race, color, national origin, gender, age, or disability the member will be immediately notified in writing of his/her right to file a discrimination complaint with the Corporation’s Equal Opportunity Office. (In general, the member has 180 days after the alleged discrimination to file a complaint with the Corporation.)
FORMAL COMPLAINT PROCESS. If you have a dispute with us, you agree to contact us through our support team to attempt to resolve any such dispute amicably. If we cannot resolve the dispute through our support team, you and we agree to use the Formal Complaint Process set forth below. You agree to use this process before filing any arbitration claim or small claims action. If you do not follow the procedures set out in this Section before filing an arbitration claim or suit in small claims court, we shall have the right to ask the arbitrator or small claims court to dismiss your filing unless and until you complete the following steps.
FORMAL COMPLAINT PROCESS. All employees of the Coalition have a right to file a complaint and access the investigation process. A group of employees, subject to the same discriminatory treatment may file a complaint. An employee or member of management i.e. a board member may file a complaint on behalf of a third party. An investigation may be requested if the alleged harasser is a member of management i.e. supervisor or board member; a fellow employee; a member of the Coalition that the employee must deal with in the course of her job duties or a member of the public. Any employee/board member/program user accused of harassment has the right to request an investigation. Incidents of harassment should be reported to the alleged harasser's immediate supervisor: In the case of a fellow employee, to the Board of Directors. In the case of a board member, to the chair of the personnel committee. In the case of a program user, or a member of the public, to the Board of Directors. Harassment may be the result of one incident, or a series of incidents. In all cases a complaint must be based on a definable incident or action, policy, procedure or direction. Reporting a Complaint Incidents of harassment should be reported to the alleged harasser's immediate supervisor, within five days (5) of the last occurrence. A complaint may initially be made verbally, followed in writing, citing the date and time of the incident(s), details of the incident(s), witnesses, the approach of the person, how the complainant responded, and the reaction received.
FORMAL COMPLAINT PROCESS. All employees of the Coalition have a right to file a complaint and access the investigation process. A group of employees subject to the same discriminatory treatment may file a complaint. An employee or member of management i.e. a board member may file a complaint on behalf of a third party. An investigation may be requested if the alleged harasser is a member of management i.e. supervisor or board member; a fellow employee; a member of the Coalition that the employee must deal with in the course of her job duties or a member of the public. Any employee/board member/program user accused of harassment has the right to request an investigation. Incidents of harassment should be reported to the alleged harasser's immediate supervisor: • In the case of a fellow employee, to the executive director/supervisor. • In the case of the executive director/supervisor, to the chair of the personnel committee. • In the case of a board member, to the chair of the personnel committee. • In the case of a program user, or a member of the public, to the executive director/supervisor. Harassment may be the result of one incident, or a series of incidents. In all cases a complaint must be based on a definable incident or action, policy, procedure or direction. Reporting a Complaint Incidents of harassment should be reported to the alleged harasser's immediate supervisor, within five days (5) the last occurrence. A complaint may initially be made verbally, followed in writing, citing the date and time of the incident(s), details of the incident(s), witnesses, the approach of the person, how the complainant responded and the reaction received. Responsibility of the supervisor: • To hear the complainant. To advise the complainant of the investigation process. • To ascertained if the complainant requires assistance in the workplace until the investigation process is completed. i.e. transfer to another job, changed reporting, etc. To inform the complainant of the actions that will be taken. • To ascertained if the complainant requires assistance in coping with the stress of harassment and facilitate such support. • To discuss with the complainant the assistance available. To inform the complainant of sick leave policies which may be used to deal with the stress associated with harassment. • To ascertain, and, if necessary, take appropriate action to protect witnesses from threats, intimidation and reprisals due to their involvement in the complaint. • To inform the alleged harasse...
FORMAL COMPLAINT PROCESS. After the District has conducted its preliminary initial investigation and that investigation results in a formal investigation of an employee it shall be conducted as follows:
FORMAL COMPLAINT PROCESS a. The Xxxxxxx County Sheriff’s Office has a formal complaint process which allows any member of the public to make a complaint regarding the conduct of any Sheriff’s officer or a complaint with respect to the policies or procedures of the Sheriff’s Department.
