Informal Complaint Procedure. It is desirable that any employee having a complaint should discuss it informally with his/her immediate supervisor or with any other appropriate level of supervision at the work location. The employee should request an opportunity to discuss the matter, and the supervisor should arrange for the discussion at the earliest possible time. At such informal discussion, the employee may be accompanied by a Union representative or by another employee in the unit who is not an official or agent of another employee organization. The Union representative shall be the xxxxxxx at the work location or a Union staff representative. The objective should be to dispose of the majority of employee complaints in this manner.
Informal Complaint Procedure. The parties intend and agree that all disputes should be resolved informally, whenever possible, before the filing of a formal grievance, and the parties encourage open communications so that resorting to the formal grievance procedure will not be necessary. To this end, Bargaining Unit Faculty are encouraged to present a complaint to a chair, xxxx, or xxxxxxx who the Grievant believes to be most likely able to resolve the complaint as soon as practical for the purposes of resolving the dispute. A discussion of the complaint between the Grievant and the administrator to whom the complaint is presented shall occur at a mutually agreeable time not later than five (5) days after the request for a discussion regarding the complaint. Unless otherwise agreed by both the Grievant and administrator to whom the grievance is presented, only the grievant and this administrator will be present at the meeting to discuss the complaint. However, a grieving party has the right to be advised or assisted by the AAUP-WSU in attempting to secure informal resolution, but such assistance is not required. Any settlement, withdrawal, or other disposition of a complaint at the informal stage shall not constitute a binding precedent in the settlement of complaints or grievances.
Informal Complaint Procedure. It is desirable that any employee having a complaint should discuss it informally with his immediate super visor or with any other appropriate level of supervision at the school. The employee should request an opportunity to dis cuss the matter, and the supervisor should arrange for the discussion at the earliest possible time. At such in formal discussion, the employee may be accompanied by a Union representative or by another employee in the unit who is not an official or agent of another employee organization. The Union representative shall be the Chap ter Chairman at the school or a Union representative. The objective should be to dispose of the majority of employee complaints in this manner.
Informal Complaint Procedure. The goal of the informal complaint procedure is to stop inappropriate behavior and to investigate and facilitate resolution through an informal means, if possible. The informal complaint procedure is provided as a less formal option for a member of the School District community or third party who believes s/he has been unlawfully harassed. This informal procedure is not required as a precursor to the filing of a formal complaint and will only be utilized where the parties (alleged target of harassment and alleged harasser(s)) agree to participate in such process. However, all complaints of harassment involving a District employee will be formally investigated, as will complaints against any other adult where a student is involved. As an initial course of action, if a member of the School District community or third party feels that s/he is being unlawfully harassed and s/he is able and feels safe doing so, the individual should tell or otherwise inform the harasser that the conduct is unwelcome and must stop. The complaining individual should address the allegedly harassing conduct as soon after it occurs as possible. The Complaint Coordinator is available to support and counsel individuals when taking this initial step or to intervene on behalf of the individual if requested to do so. An individual who is uncomfortable or unwilling to inform the harasser of his/her complaint is not prohibited from otherwise filing an informal or a formal complaint. A member of the School District community or third party who believes s/he has been unlawfully harassed may make an informal complaint, either orally or in writing: (1) to a building administrator in the building where the individual is employed; (2) to a building administrator in the building where the student attends; (3) to the Superintendent if the individual is not employed in or attending a specific school building; and/or (4) to the Complaint Coordinator. All informal complaints must be reported to the Complaint Coordinator who will either facilitate an informal resolution as described below on his/her own, or appoint another individual to facilitate an informal resolution. The School District's informal complaint procedure is designed to provide members of the School District community and third parties who believe they are being unlawfully harassed with a range of options designed to bring about a resolution of their concerns. Depending upon the nature of the complaint and the wishes of the member of t...
Informal Complaint Procedure i. If any member of the AdA has a complaint which s/he feels may become a formal appeal, s/he must first discuss the problem in person with immediate supervisor, the one to whom s/he reports directly, in a sincere and conscientious effort to resolve the matter informally. At the option of the employee, the employee may discuss the item with the President of AdA.
Informal Complaint Procedure. 1. Any individual who identifies or witnesses behaviour or activity by a Member that they believe contravenes the Code of Conduct may seek to address the prohibited behaviour or activity themselves in the following manner by following the Informal Complaint Procedure:
Informal Complaint Procedure. 30.6.1.1 The College Complaint Officer as identified in Section 30.6.2.2 below shall undertake, where possible, to informally resolve charges of unlawful discrimination or harassment;
Informal Complaint Procedure. The Administrator receiving the complaint and/or the Superintendent shall meet with the employee to apprise him/her of the full nature of the complaint, and they shall attempt to resolve the matter informally. The District will provide the date of complaint, and any written information to the employee. The District will not include names of student complainants under this provision. Complaint procedures will remain informal vs. legal and formal.
Informal Complaint Procedure. Student complaints shall proceed in the following manner and time requirements, unless mutually agreed upon in writing by all parties to the complaint. All such agreements shall be reduced to writing, must specify a deadline date for the resumption of the complaint procedure, and be signed by the College, two officers of the Association, the complainant, and any and all other parties to the complaint. If the student comes to the faculty member's department chair, Vice President of Instruction, xxxx, or other college employee, the student shall be informed of the process.
Informal Complaint Procedure. A student, employee, or job applicant who feels he or she has been or is being subjected to discriminatory treatment prohibited in Section 1 or XI of the Faculty and Staff Diversity Plan, or who is aware of or suspects the occurrence of such discriminatory treatment, or who desires counseling regarding such treatment should immediately contact any counselor, faculty, employee, xxxx, vice president, the Associate Vice President-Human Resources, the EEO Program Manager, the Superintendent, or the President of the Board of Trustees for information on the discrimination complaint procedures or referral to the EEO Office. Each complaint or expression of concern will be investigated quickly and confidentially by the Superintendent (or, if necessary, the president of the Board of Trustees) or his or her designee to determine if treatment prohibited in Section I or XI has occurred. All investigations will be conducted in a manner designed to maintain confidentiality and the privacy of all parties concerned. If, as a result of investigation, a determination is made that such prohibited discriminatory treatment has occurred, the Superintendent or Board President will take corrective action. If dissatisfied, a complainant may then utilize the District’s Formal Complaint Procedure. DISCRIMINATION COMPLAINT PROCEDURE
