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.
Informal Resolution Process. 7.7.8 A "complaint inquiry" consists of discussion with a bargaining unit employee about allegations of misconduct. The purpose of the complaint inquiry is to provide an optional method to expeditiously resolve complaints. Xxxxxxx warnings shall not be given and no advance notice requirements shall apply to the complaint inquiry or the informal complaint resolution process. The bargaining unit employee will be advised at the beginning of a complaint inquiry that he/she is not compelled to provide information. It is understood that an employee participating in a complaint inquiry or the informal complaint resolution process may request representation by the individual of his/her choice; however, the supervisor conducting the inquiry is not obligated to proceed further with the complaint inquiry process or the informal complaint resolution process. Complaint inquiries or the informal complaint resolution process may be conducted by telephone.
Informal Resolution Process. If the parties are unable to resolve any disputes after compliance with such processes, the parties shall meet with the Department’s Chief Financial Officer (CFO), or designee, for the purpose of attempting to resolve such dispute without the need for formal legal proceedings, as follows:
Informal Resolution Process. It is desirable for a contractual dispute(s) between a Faculty member(s) and the Board to be resolved through free and informal communications, starting with the appropriate Administrator at the lowest administrative level. At any such informal meeting, the Faculty member(s) may be accompanied by another non- administrative member of the SIUC Faculty and the Administrator may be accompanied by another administrator. Other persons, mutually agreed upon, may attend any such informal meeting. Nothing in this agreement shall prohibit members of the Bargaining Unit who are serving as Acting/Interim Chairs/Directors from resolving a contractual dispute through this informal resolution process. In the event the dispute is resolved through the informal process, the resolution shall not be precedent-setting. In the event the dispute is not resolved through the informal process, the parties agree that this Article shall govern the filing and processing of grievances.
Informal Resolution Process. To accommodate the unique nature of sexual harassment complaints, an informal process is provided for the primary resolution of a complaint at the earliest possible date. This process shall, at a minimum, include the following elements: Employees shall first present their complaint to their immediate supervisor. If an employee’s immediate supervisor is the alleged harasser, the employee may present his or her complaint to the next level of supervision. Upon receiving a sexual harassment complaint, the appropriate supervisor shall: Counsel the alleged victim and outline the options available. Obtain a factual written statement of the complaint. Assist in follow-up investigation, interviewing the accused, witnesses, and supervisor, as appropriate, and recommending the disposition of the complaint. The immediate supervisor or other appropriate supervisor/administrator will review the factual information collected to determine whether the alleged conduct constitutes sexual harassment, giving consideration to the record as a whole and the totality of the circumstances, including the nature of the sexual advances and the context in which the alleged incidents occurred, and will take and/or authorize appropriate action.
Informal Resolution Process. Prior to the filing of formal charges, the University and the Union shall make every effort to resolve or remediate the matterinformally. Such informal efforts could include the faculty member, the Union, the academic Department Chair/Head, the Departmental Personnel Committee (or a sub- committee thereof), the Xxxx, and/or the Xxxxxxx or designee(s). Informal efforts to resolve the matter shall not extend beyond thirty days without the written agreement of the faculty member and the academic Department Chair/Head.
Informal Resolution Process. Prior to the filing of formal charges, the University and the Union shall make every effort to resolve or remediate the matterinformally. Such informal efforts could include the faculty member, the Union, the academic Department Chair/Head, the Departmental Personnel Committee (or a sub- committee thereof), the Xxxx, and/or the Xxxxxxx or designee(s). Informal efforts to resolve the matter shall not extend beyond thirty days without the xxxxx://xxx.xxxxxx.xxx/sites/xxxxxx.xxx/files/content/policies/board/academic/Policy_on_Responsible_Conduct_of_ R esearch_and_Scholarly_Activities_7-24-12.pdf written agreement of the faculty member and the academic Department Chair/Head.
Informal Resolution Process. (a) The Executive Director may discuss the allegations with the complainant, the alleged offender and the Union Xxxxxxx with a view to reaching a solution. This process provides the parties with an opportunity to resolve relatively straightforward complaints in an expeditious manner. If a resolution acceptable to both the complainant and the respondent is agreed upon, the issue will proceed no further. The Employer’s report of the resolution, signed by both parties will be kept in a confidential envelope in the alleged offender’s personnel file with a copy to each party.
Informal Resolution Process. In cases of dereliction or incompetence in the performance of duties and, at the University’s discretion in other instances, the University will make reasonable attempts at remediation prior to invoking formal dismissal procedures. The informal resolution process shall be initiated by the Xxxxxxx or Chancellor (“Initiating Officer”), who shall convene the department personnel committee, the college xxxx, the individual unit member concerned, and their union representative to review the matter and explore a mutually acceptable resolution. Without the written consent of the individual unit member concerned and the Initiating Officer, informal attempts at resolution shall not extend beyond thirty days from the initiation of such informal resolution process.
Informal Resolution Process. Filing and Informal Resolution A request to informally resolve a potential grievance issue shall be filed with the Xxxxxxx/Vice President for Academic Affairs within 30 calendar days following the date of the act or omission giving rise thereto, or the date on which the Employee knew or reasonably should have known of such act or omission if that date is later. During this 30 calendar day period a faculty representative from the UPI and a representative from the administration shall arrange an informal conference with the appropriate University representative(s), the Union grievance officer, and the potential grievant for the purpose of investigating ways to settle the grievance informally. Upon expiration of the allotted time period for informal resolution or a mutually agreed upon extension of that period, or the request of the grievant, the University shall proceed to the hearing in (b) below.
