Formal Complaints Sample Clauses

Formal Complaints. If the matter is not resolved within the next twenty (20) business days, the employee may file a formal complaint with the local Human Resources Manager and/or Union representative. The complaint must include details of any incident(s), name(s) of the alleged offender, witnesses if any and any other relevant information. If the complaint is filed with a Union representative, the Union will immediately forward a copy to the appropriate local Human Resources Manager.
Formal Complaints. Step 1 - Building Level – A formal complaint shall be a complaint which has been put in writing. The written complaint shall include the name and signature of the complainant, and a statement of the nature of the complaint. It shall be reviewed by the principal and he/she shall meet with the parties involved and attempt to help the parties resolve the complaint to the mutual satisfaction of the complainant and the unit member. These meetings shall be held within 10 working days of receipt of the written signed complaint. If the complainant declines to discuss the matter with the unit member, the matter shall be closed.
Formal Complaints. A. All formal parent complaints shall be referred to the teacher.
Formal Complaints. 88 4.3.1 Level 1 89 Should the involved unit member or the immediate supervisor believe 90 that the allegations in the complaint warrant a meeting, the immediate 91 supervisor or the unit member shall attempt to schedule a meeting 92 between the complainant and the involved unit member. The unit 93 member shall have the right to have an Association representative 94 and/or an administrator present during this meeting. If the 95 complainant refuses to attend the meeting or fails to cooperate with the 96 administrator or unit member to arrange a meeting or fails to advance 97 the complaint to the next level, then the complaint shall be considered
Formal Complaints. 22.1 We appreciate that occasions may arise when you wish to suggest changes to the Services you receive or to make a complaint.
Formal Complaints. ‌ Formal complaints indicate the alleged conduct could result in corrective action at a written reprimand or higher. Examples of behavior receiving formal treatment include, but are not limited to; intentional misconduct, violations of policy, violations of law (criminally resolved), improper use of force, bias, repeated conduct where the employee has previously been coached or disciplined, or other significant misconduct. Formal complaint investigations will be conducted using the following procedure:
Formal Complaints. If any employee files a formal complaint with the District, the employee shall be entitled upon request to a written response summarizing the District’s response to the complaint.
Formal Complaints. When receiving a formal, written complaint, the or the Human resources staff is to: ACKNOWLEDGE receipt of the complaint in writing, INFORM the executive of the local of the filing of the complaint. DETERMINE, in consultation with the Vice-president Human resources, whether to investigate the complaint or request the appointment of an investigator. If appointing an investigator is deemed necessary, FORMALIZE the request in writing to the Vice-president Human resources, who will APPOINT an investigator, CONFIRM the appointment to the parties involved and OUTLINE the upcoming sequence of events. The person responsible for the complaint will: REQUEST written documentation of allegations from the complainant including: dates times nature of the behaviour names of witnesses (if any) and locations MEET immediately with complainant, DISCUSS the allegations and INFORM the complainant of rights and responsibilities. PRESENT the respondent with written allegations, DISCUSS these and REQUEST a written reply. The investigator will also REQUEST a list of witnesses (if any) and INFORM the respondent of rights and obligations. of APPEND Page INTERVIEWwitnesses (if any) and COLLECT evidence. DOCUMENT reactions of all parties in writing. KEEP a log of all meetings and telephone conversations and KEEP copies of all documents. PREPARE in draft format, conclusions recommendations that will be presented to and discussed with the Vice-president human resources. (At this point, the draft report may be submitted to legal counsel for review if necessary.) REMIT copies of the report to the complainant and the respondent, and REQUEST that both parties respond in writing to the investigator on the results of the investigation within ten working days. FINALIZE the report on the findings of the investigation and SUBMIT it to the Vice-president Human Resources. The Vice-president, Human Resources will RECOMMEND to the responsible senior management representative the appropriate course of action. APPEALING THE DECISION Either party may file an appeal if in disagreement with the decision rendered by the appropriate authorities following the investigation. However, due to the nature of the issues involved in harassment cases, these appeals are to be filed with the Vice-president Human Resources or designate.
Formal Complaints. All formal parent complaints shall be referred to the teacher. All formal complaints against a teacher must be substantiated and documented through a complete and thorough investigation before disciplinary action is taken. If it appears that disciplinary action is in order, the teacher(s) in question will be notified. In the case of formal complaints the teachers shall have the right to be informed of the identity of a complainant and provided an opportunity to resolve the issue before disciplinary action is taken. Except in emergency situations, teachers shall not be reprimanded in the presence of others. If documentation of a disciplinary conference is to be made, the teacher shall have the right to have a representative present during the conference. The administrator shall have the right to have a witness present during such conferences.
Formal Complaints. Date Revised Page February 2003 3 of 4