Formal Resolution Process. (1) If the complaint is not resolved by the informal process to the satisfaction of the alleged victim, the following formal procedures are available: The complaint shall be reduced to writing using the MCOE Complainant Form 24-1, and sent to the Assistant Superintendent, Human Resources, not the employee’s immediate supervisor, within 10 working days of the completion of the informal process. The Assistant Superintendent, Human Resources shall investigate the complaint and respond within 10 working days after receiving the complaint. If the complaint is not satisfactorily resolved at the level of the Assistant Superintendent, Human Resources, the employee within 10 days of receipt of the Assistant Superintendent, Human Resources, may request that the complaint be reviewed by the Superintendent. The Superintendent shall then take action deemed appropriate to resolve the situation including but not limited to, discipline, training, or other remedial measures. An effort will be made to protect the privacy of the parties involved in a complaint. Files which pertain to complaints handled under the informal process shall be kept confidential and will not be made available to the general public. Time limits may be extended by mutual agreement of the alleged victim and the person to whom the complaint is addressed at the respective level(s). No retaliation of any kind will occur because an employee has made a sexual harassment complaint.
Formal Resolution Process. In a formal process, the complainant may submit a written complaint (sample form attached as Appendix II) and/or go through the grievance process, as per their respective collective agree- ment. The complaint should include the following information:
Formal Resolution Process. A student may begin a formal resolution process against a faculty member after following the informal process. This formal process must be filed in writing within thirty (30) college working days of the suggested resolution to the informal concern. The student’s written Statement of Concern must contain the following information:
Formal Resolution Process. A student may file a formal written statement of concern against an employee. The formal statement of concern must be filed within thirty (30) College working days of the suggested resolution to the informal concern. The formal statement of concern must contain the following information:
Formal Resolution Process. Formal service questions, problems or complaints by either party shall be made in writing. Within thirty (30) working days of receipt of a complaint, the complaint shall be fully reviewed and a response rendered noting the corrective actions taken, if any. To expedite resolution of a complaint, both the initial complaint form and the response may be sent via facsimile transmission. Complaints and responses shall only be addressed to and from the following individuals: City of Delray Beach Police Commander of Support Services 000 Xxxx Xxxxxxxx Xxxxxx Xxxxxx Xxxxx, Xxxxxxx 00000 Town of HIGHLAND BEACH: Chief of Police 0000 X Xxxxx Xxxxxxxxx Xxxxxxxx Xxxxx, XX 00000
Formal Resolution Process. 1. Complaint Submission. Formal complaints must be initiated within thirty (30) days of the date the alleged employment practice, procedure, condition or decision which is believed to have been applied to them in a manner inconsistent with EEO principles occurred, or within thirty (30) days of the date the employee reasonably should have had knowledge of the matter. If the employee attempted to resolve the matter internally, the formal complaint must be initiated within ten (10) working days of the date of the termination of the unsatisfactory internal resolution. The complaint must be submitted in writing to the Executive Director. The formal complaint should include the following information:
Formal Resolution Process. 1. Students who wish to pursue the Formal Resolution Process can complete the Problem Resolution form online.
Formal Resolution Process. Any Dispute that is not settled as provided in Section 8.1 shall be resolved by arbitration before a single arbitrator appointed by JAMS Orange County. Subject to repayment through the prevailing party process described below, the City shall pay the fees charged by JAMS Orange County for the arbitration. The determination of the arbitrator shall be final and absolute. The arbitrator shall be governed by the duly promulgated rules and regulations of JAMS Orange County or its successor then in effect, and the pertinent provisions of the laws of California. The decision of the arbitrator may be entered as a final judgment in any court of competent jurisdiction. The prevailing party in any such arbitration shall also be entitled to recover reasonable attorneys’, paralegals’, and experts’ fees and costs of suit (including the amount of fees paid to JAMS Orange County for the arbitration) in addition to any other relief awarded such prevailing party.
Formal Resolution Process. Step 1 Within ten (10) working days of the request to begin the informal resolutions, the Union may file a written statement of the particulars of the grievance and the redress sought with the Director of Human Resources. A meeting shall be held within ten (10) working days following receipt of the grievance and the Vice- President/Designate’s decision shall be given no later than ten (10) days following the meeting. If the Vice-President/Designate denies the grievance at Step 1, her decision shall also indicate whether or not the Employer would agree to a single arbitrator in the event the Union decides to proceed to Step 2. Step 2 Failing satisfactory settlement in Step 1, the Union may, within ten (10) working days of the Step 1 decision, submit the grievance to arbitration by notice in writing to the Employer. Prior to naming an arbitrator, and within forty-five (45) days, the parties will meet and attempt to come to a resolution. Any discussion at that stage will be without prejudice to either party in the proceeding and any resolution will not be used and/or relied on by either party at any other proceeding between the Union and the Employer. Step 3 The parties agree, for purposes of expediting the final resolution of grievances that they may rely on the following procedures, or on the expedited arbitration provisions of the Manitoba Labour Relations Act.
Formal Resolution Process. (3) The may also report an incident of Harassment to the Human Rights Commission.
