Resident Grievance Sample Clauses

Resident Grievance. If a resident has a grievance, he/she should first attempt to resolve it by consulting with his/her mentor and with the Program Director. If unable to resolve it at that level, the resident may present, within 30 days of the initial complaint, a written complaint to the Residency Advisory Committee (RAC). The committee shall conduct a thorough investigation and provide input regarding an action plan, which will be communicated with the REC to ensure that it is consistent with the goals and policies of the department and the hospital. The final decision will be then discussed with the resident in a scheduled meeting between the resident and the REC.
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Resident Grievance. In the event that the resident has a concern regarding any aspect of his or her RH experience, he or she should first address the concern with the mentor or Program Director. If the resident does not perceive that the issue has been adequately addressed, the resident should present the concern to the CAO. Major concerns that cannot reach resolution may be brought to the Hearing Committee composed of a Program Director, XXX, and Chief Medical Officer, who will serve as the final arbiters of the grievance. The Program Director serving on the Committee would routinely be the resident’s Program Director. If the grievance involves an issue where the resident’s Program Director might have a conflict of interest, a Program Director from another department would be appointed by the Chief Medical Officer to serve on the Hearing Committee. Graduate Medical Education Renewal Agreement has met the standards for reappointment to PGY on to of residency training. His/her salary for the coming year will be $ . READING HOSPITAL Date: By: Program Director Date: By: Resident Reading Hospital Residency Program Graduate Medical Education Away Rotation Program Letter of Agreement Date Heading Dear : This Program Letter of Agreement (“Agreement”) confirms that Reading Hospital (“Sponsoring Institution”), the sponsor of an approved graduate medical education program in [Insert Residency Program name] (the “Program”) will permit a resident in the Program (“Resident”), to participate in a rotation (“Rotation”) in the Department of at (“Participating Institution”). Participating Institution and Sponsoring Institution acknowledge that this PLA is contingent upon and subject to the offer of an educational appointment by the Participating Facility and acceptance of such offer by Resident. Conditions of the Rotation upon offer and acceptance of an educational appointment at Participating Institution are as follows:
Sample 1
Resident Grievance. If you have a concern or issue that involves your care and complex needs, follow the steps in the diagram below: Discuss your issue/concern with the person you have an issue with. RESPONSE TIME Same day If the issue/concern is not being addressed then try to work it out with your Key Worker RESPONSE TIME Same Day (Name) If the issue/concern is not being addressed then ask for a meeting with the Program Coordinator: RESPONSE TIME Within 5 days of not being satisfied with Key Worker response (Name) If the issue/concern is not being addressed then ask for a meeting with the Manager Community Service:
Sample 1
Resident Grievance. If a resident has a grievance, he/she should first attempt to resolve it by consulting with his/her mentor and with the Program Director. If unable to resolve it at that level, the resident may present, within 30 days of the initial complaint, a written complaint to the Residency Advisory Committee (RAC). The committee shall conduct a thorough investigation and provide input regarding an action plan, which will be communicated with the REC to ensure that it is consistent with the goals and policies of the department and the hospital. The final decision will be then discussed with the resident in a scheduled meeting between the resident and the REC. Verbal Warning Residents may be initially provided a verbal warning by the residency director for actions outlined above in 1-7. The resident and director will sign a document that describes the action and documents that the warning has occurred. However, at the discretion of the REC and pharmacy management, verbal warnings are not required before probation or corrective counseling is issued if the concern regarding the individual’s performance places others in harm.
Sample 1

Related to Resident Grievance

  • Individual Grievance Subject to clause 17.5 and as provided in section 208 of the PSLRA, an employee is entitled to present a grievance in the manner prescribed in clause

  • Management Grievance The Employer may initiate a grievance at Step 3 of the grievance procedure by the Employer or designate presenting the grievance to the President of the Union or designate. Time limits and process are identical to a union grievance.

  • Group Grievance Where a number of employees have identical grievances and each employee would be entitled to grieve separately they may present a group grievance in writing signed by each employee who is grieving to the Administrator or her designate within ten (10) days after the circumstances giving rise to the grievance have occurred or ought reasonably to have come to the attention of the employee(s). The grievance shall then be treated as being initiated at Step No. 1 and the applicable provisions of this Article shall then apply with respect to the processing of such grievance.

  • Company Grievance It is understood that the Company may request a meeting with the Union for the purpose of presenting any complaints with respect to the conduct of the Union. If such a complaint by the Company is not settled, it may be submitted in writing as a grievance at Step 3 and may be referred to arbitration.

  • Personal Grievance The personal grievance provisions in Part 11 of this Agreement are available to an employee who is aggrieved by any action of their employer taken under these provisions.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration.

  • Individual Grievances Subject to and as provided in section 208 of the Federal Public Sector Labour Relations Act, an employee who feels that he or she has been treated unjustly or considers himself, herself aggrieved by any action or lack of action by the Employer in matters other than those arising from the classification process, is entitled to present a grievance, as in paragraph (b).

  • Policy Grievance Where either Party disputes the general application, interpretation or alleged violation of an article of this Agreement, the dispute shall be discussed initially with the Employer or the Union, as the case may be, within thirty (30) days of the occurrence. Where no satisfactory agreement is reached, either Party may submit the dispute to arbitration, as set out in Article 10.

  • MANAGEMENT GRIEVANCES 8.01 It is understood that the Management may at any time file a grievance with the staff representative of the Union and request a meeting with him to discuss any complaint with respect to the conduct of the Union, its officers or committee member, in its relationships with the Company or other employees or with respect to any complaint that there has been a violation of any contractual obligation undertaken by the Union, and that if such grievance by the Management is not settled to the mutual satisfaction of the conferring parties it may be referred to arbitration as set forth in Article VII above.

  • Union Grievance The Union may initiate a grievance if the grievance involves a group of employees and if the grievance is submitted in writing within fourteen (14) calendar days from the date the employees were or should have been aware that the grievance existed.

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