Informal Complaint Resolution Process Sample Clauses

Informal Complaint Resolution Process. Filing a Complaint If an employee believes that she/he has been bullied and harassed on the basis of any of the grounds noted above, the employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of the event(s) if possible; • If the complainant does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the complainant should contact the designated Union or CMBC representative and/or the CMBC confidential harassment telephone line. The Union Representative for all cases of harassment will be the Human Rights Representative or Women’s Advocate or designated full time Officer of the Local Union or their designate.
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Informal Complaint Resolution Process. In August, the Audit and Inspections Unit of the Office of Inspector General began conducting an audit the Oakland Police Department’s (OPD) informal complaint resolution process. The purpose of the audit was to determine if OPD’s informal complaint resolution process is in accordance with the established guidelines in Departmental General Order (DGO) M-3.1, Informal Complaint Resolution Process. Additionally, the intent of the audit was to identify policy, procedure, and/or practice deficiencies and to propose solutions that will aid in the Department’s supervisors’, or any authorized personnel’s, abilities to effectively, efficiently, and expediently informally resolve complaints against members/employees. The audit indicated that the Department’s process for informally resolving complaints is not efficient, and based on current policies, procedures, and practice, the goal of the ICR process is unclear. Its documented policies and procedures do not provide sufficient direction to its supervisors, commanders and managers and authorized Internal Affairs Division personnel. The following is a list of policy, procedure, and/or practice deficiencies found during the audit: • The auditor was unable to determine how complaints that qualify to be informally resolved should be received and processed from beginning to end. When referencing DGO M-3.1 to determine how to receive and process a complaint, the policy refers the reader to DGO M-3 and vice versa. Since both polices reference each other, this creates circular reasoning and not an answer for executing the process. • The auditor was unable to determine whether allegations should be investigated prior to being informally resolved, and if they are, to what degree. DGO M-3.1 does not state to what degree complaints against a member/employee should be investigated while DGO M-3 states that all complaints shall be investigated. Hence, it is unclear how the process of informally resolving a complaint differs from formally resolving a complaint. It is also unclear whether the allegations that qualify for the ICR process should be resolved immediately or within Government Code 3304’s one year resolution time frame. • The auditor was unable to determine who, primarily, should informally resolve complaints. DGO M-3.1 states that complaints can be received by IAD and an organizational unit other than IAD. For more details, the policy refers the reader to DGO M-3, and, again, the start of circular reasoning. In practic...
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Informal Complaint Resolution Process 
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Related to Informal Complaint Resolution Process

  • Informal Resolution Process It is the declared objective of the University and the Union to encourage the prompt resolution of potential causes for dismissal in the interest of maintaining harmony within the campus environment. Whenever practicable, before a formal recommendation for dismissal is initiated, every effort should be made to resolve or remediate the problem. Unless the individual concerned requests otherwise, the following efforts to resolve the problem will be undertaken in all cases where the issue is the individual’s performance and may be undertaken at the University’s discretion in other instances. The Department Personnel Committee, the Department Chair or Head, the individual concerned, and his or her union representatives may review the matter and explore a mutually acceptable resolution of the matter. The Xxxxxxx and/or appropriate Xxxx may, upon request of the Department Personnel Committee, the Department Chair or Head, the individual concerned, or the union representatives, join in the discussions about resolving the matter. Informal attempts at resolution shall not extend beyond thirty days without the written agreement of the individual concerned and the Xxxxxxx.

  • Complaint Resolution We operate a complaints procedure to enable resolution to complaints; these must be advised in Writing directly to us, to enable our formal complaints process to be applied.

  • Informal Resolution Outcomes a. When a complainant approaches an administrative officer and alleges harassment by another BCTF member, the following shall apply:

  • Informal Dispute Resolution Process 1. In the event there is a dispute under this Centralized Contract, the Contractor, OGS and Authorized User agree to exercise their best efforts to resolve the dispute as soon as possible. The Contractor, OGS and Authorized User shall, without delay, continue to perform their respective obligations under this Centralized Contract which are not affected by the dispute. Primary responsibility for resolving any dispute arising under this Centralized Contract shall rest with the Authorized User’s Contractor Coordinators and the Contractor’s Account Executive and the State & Local Government Regional General Manager.

  • Mini-Bid Dispute Resolution Process If the Authorized User does not have a dispute resolution policy, please refer to OSC or OGS dispute resolution policy for guidance in creating a policy. In the event the Contractor has any disputes with the Authorized User, the Contractor shall so notify the Authorized User in writing. If either party notifies the other of such dispute, the other party shall then make good faith efforts to solve the problem or settle the dispute amicably, including meeting with the party’s representatives to attempt diligently to reach a satisfactory result through negotiation. In the event that the Contractor and the Authorized User are unable to resolve a conflict through negotiation, then both parties will comply with the Authorized User’s stated dispute resolution policy which must be included as part of the Authorized User Agreement. If the conflict is still unresolved, please refer to section 4.2.1.II.A.3 for guidance. Mini-Bid Proposal Validity All Contractor responses to Authorized User Mini-Bids must remain open and valid for at least 60 days from the Mini-Bid opening date, unless the time for awarding the Authorized User Agreement is extended by mutual consent of the Authorized User and the Contractor. A Contractor’s Mini-Bid response shall continue to remain an effective offer, firm and irrevocable, subsequent to such 60 day period until either tentative award of the Authorized User Agreement by the Authorized User is made or withdrawal of the Contractor response in writing by the Contractor. Tentative award of the Authorized User Agreement shall consist of written notice to that effect by an Authorized User to a successful Contractor, who shall thereupon be obligated to execute a formal Authorized User Agreement. SIGNATURE PAGE

  • Issue Resolution Process Section 1001:

  • Complaint Process (a) The Employer and the Union agree that all employees of the University are responsible to adhere to the University’s policies on human rights as well as those on the prevention of workplace/sexual violence and workplace/sexual harassment.

  • Formal Complaint Step 2, Division Head

  • Dispute Resolution Process Any claim, dispute or other matter in question not resolved by the process identified in Paragraph

  • Informal Process The Informal Process provides an Employee with the opportunity to resolve his or her concern by using the open door process, with the assistance of a FC member, within 30 calendar days of the date the Employee became aware of the issue. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee is encouraged to take this concern up with his immediate supervisor or may request the assistance of the Employee Advocate or a FC member to facilitate resolution of the issue.

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