Formal (Written) Complaints Sample Clauses

Formal (Written) Complaints. Upon receipt of the written complaint, the immediate supervisor shall meet with the unit member to discuss the issue. Should the involved unit member and/or the immediate supervisor believe the allegation(s) in the complaint warrant a second meeting, the immediate supervisor shall attempt to schedule a meeting between the complainant and the unit member.
Sample 1Sample 2Sample 3See All (5)
AutoNDA by SimpleDocs
Formal (Written) Complaints. The District shall forward within ten (10) calendar days to the member of the bargaining unit any formal (written) complaint regarding that member. A member of the bargaining unit shall forward within ten (10) calendar days to the immediate supervisor any formal (written) complaint received by the member regarding that member. No record of any formal (written) complaint itself shall be placed in the personnel file of a member of the bargaining unit unless:
Sample 1Sample 2Sample 3See All (5)
Formal (Written) Complaints. The employee's immediate supervisor or designee shall investigate as soon as practical any formal (written) complaint regarding a member of the bargaining unit. The complaint shall be forwarded to the member of the bargaining unit within fifteen (15) days following completion of investigation. No record of any formal (written) complaint or the complaint itself shall be placed in the personnel file of a member of the bargaining unit unless:
Sample 1Sample 2
Formal (Written) Complaints. 17 The District shall forward as soon as practicable to the member of the bargaining unit any 18 formal (written) complaint regarding that member. No record of any formal (written) 19 complaint or the complaint itself shall be placed in the personnel file of a member of the
Sample 1
Formal (Written) Complaints. ARTICLE 16: COMPLAINTS Definitions:
Sample 1
Formal (Written) Complaints. The District shall, within one (1) working day, forward to the member of the bargaining unit any formal (written) complaint received by the member regarding that member. A member of the bargaining unit shall, as soon as practicable, forward to the immediate supervisor any formal (written) complaint received by the member regarding that member. No record of any formal (written) complaint or the complaint itself shall be placed in the personnel file of a member of the bargaining unit unless the unit member’s immediate supervisor conducts an investigation which administration believes substantiated the complaint. Such an investigation shall include a conference with the complainant, a District representative, the unit member and the unit member’s representative. The unit member shall be given prior notice of the formal (written) complaint and any record to be filed, such that the unit member has a reasonable opportunity (ten workdays) to present relevant information to his or her immediate supervisor.
Sample 1
Formal (Written) Complaints. The District shall forward within ten (10) days to the employee any formal (written) complaint regarding that employee. An employee shall forward as soon as practical to the immediate supervisor any formal (written) complaint received by the employee regarding that
Sample 1
AutoNDA by SimpleDocs
Formal (Written) Complaints. The District should forward a copy of the complaint to the teacher within five (5) days when practical. Timelines shall be as identified in board policy AR 1312.1 or any other applicable complaint process timelines. The District shall remind the teacher of their right to representation. No record of any formal (written) complaint or the complaint itself shall be placed in the personnel file, unless:
Sample 1

Related to Formal (Written) Complaints

  • Handling of Written Complaints In addition to other remedies contained in the Contract, a person contracting with DIR may direct their written complaints to the following office: Public Information Office Department of Information Resources Attn: Public Information Officer 000 X. 00xx Xxxxxx, Xxxxx 0000 Austin, Texas 78701 (000) 000-0000, facsimile

  • Written Communications (a) The following terms have the specified meanings for purposes of this Agreement:

  • Written Grievance If the grievance is not resolved at Step 1, the home care worker and/or Union representative shall set forth the grievance in writing including a statement of the pertinent facts surrounding the grievance, the date on which the incident occurred, the alleged violations of the Agreement, and the specific remedy requested. The written grievance shall be submitted to the Employer within thirty (30) calendar days of the occurrence of the alleged violation or within thirty (30) calendar days of when the home care worker or the Union could reasonably have been aware of the incident or occurrence giving rise to the grievance. Individual Provider grievances shall be submitted by email to xxxxx.xxxxxxxxx@xxx.xx.xxx. Grievances as a result of employment or actions with the Consumer Directed Employer will be processed with the contact information provided in Step 1. The Employer or the Employer's designee shall meet with the grievant and their Union representative within fourteen (14) calendar days of receipt of the written grievance, in order to discuss and resolve the grievance. Subsequent to this meeting, if the grievance remains unresolved, the Employer will provide a written response to the grievance by email within fourteen (14) calendar days from the date the parties met to discuss the grievance. If the response does not resolve the grievance, the Union may, within fourteen (14) calendar days of receipt of the response, proceed to Step 4, Arbitration. Step 3. (Optional) Mediation As an alternative prior to final and binding arbitration in Step 4, if the matter is not resolved in Step 2 the parties may choose by mutual agreement to submit the matter to mediation in order to resolve the issue. The party requesting mediation of the dispute must notify the other party by email no later than fourteen (14) calendar days of receipt by the Union of the emailed response from the Employer in Step 2. The party receiving the request for mediation must notify the other party by email within fourteen (14) calendar days of receipt of the request whether or not it agrees to mediate the dispute. If the party receiving the request does not agree to mediate the dispute, the Union may, within fourteen (14) calendar days of the email notification of the decision not to mediate, proceed to Step 4, Arbitration. If the parties agree to mediation, they shall select a neutral mediator. Both parties shall submit a statement of their position on the issue. The mediator may also bring the parties together in person to attempt to resolve the issue. The parties shall each pay one-half (1/2) the costs or fees, if any, of the neutral mediator. Each party shall be responsible for its own costs, including the costs of representation, advocacy and the costs of that party's appointed representatives. If the issue is successfully resolved by mediation, the decision shall be binding on all parties, and shall, unless specifically agreed otherwise, form a precedent for similar issues. If the issue is not successfully resolved through mediation, the Union may, within fourteen (14) calendar days of receipt of a written declaration of impasse or rejection of a settlement offer from either party, proceed to Step 4, Arbitration.

  • Formal Complaint Step 2, Division Head

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.

  • 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:

  • Formal Investigation Once the matter has been brought to the attention of the Store executive, an internal investigation of the complaint will be conducted at which time the complainant will be requested to present, in writing, the particulars of the harassment. Such internal investigation will be initiated no later than ten (10) business days of the matter being brought to the attention of the Store executive, and shall be concluded no later than thirty (30) business days of the initiation of the investigation. Any extension of the aforementioned time frames must have the agreement of the complainant and the union if the complainant has chosen to involve it. Based on the outcome of the investigation, which will be provided in writing upon the completion of the investigation, to both the complainant and the union, should the complainant consent to this disclosure, it will be determined if there has been a breach of Company policy on harassment, and the appropriate action will be taken in the event that harassment is determined to have occurred. STEP THREE - SUBSEQUENT INCIDENTS Subsequent incidents should immediately be reported and followed by a written description to the most senior store executive involved in Step Two for further investigation and disciplinary action, if confirmed, with a copy to the union Chairperson with the consent of the complainant. After all steps of the Harassment Protection Policy have been exhausted, if the incident has not been resolved to the satisfaction of the employee, the employee may file a grievance at Step 2 of the grievance procedure.

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

  • Formal Discussions Section 3.1.1. Pursuant to 5 USC 7114(a)(2)(A), the Union shall be given the opportunity to be represented at any formal discussion between one or more employees it represents and one or more representatives of the Employer concerning any grievance (to include settlement discussions) or any personnel policy or practice or other general condition of employment. This right to be represented does not extend to informal discussions between an employee and a supervisor concerning a personal problem, or work methods and assignments.

Time is Money Join Law Insider Premium to draft better contracts faster.