THE FORMAL PROCESS Sample Clauses

THE FORMAL PROCESS. The Formal Process occurs as a result of either a failure of the Informal Process to eliminate a problem, or as an immediate response to a serious problem that could not have been dealt with informally. A decision to use the Formal Process begins after the supervisor completes their information gathering and conducts a review of all informal steps that may have been taken. Once a decision to use the formal process is reached, the Supervisor will continue the process with the next level supervisor. For FRO, the Captain will proceed with the Battalion Chief. The Formal Process consists of: • Preparing and conducting an Investigative Interview. • Utilizing the decision making process in regards to discipline. • Preparing and conducting an Administrative Hearing, if applicable. • Documentation.
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THE FORMAL PROCESS. 20 The Formal Process occurs as a result of either a failure of the Informal Process to 21 eliminate a problem, or as an immediate response to a serious problem that could not 22 have been dealt with informally. A decision to use the Formal Process begins after the 23 supervisor completes his/her information gathering and conducts a review of all informal 24 steps that may have been taken. Once a decision to use the formal process is reached, 25 the process will continue at the Assistant Fire Chief or Fire Chief level. 27 The Formal Process consists of: 29 • Preparing and conducting an Investigative Interview.
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THE FORMAL PROCESS. The Formal Process occurs as a result of either a failure of the Informal Process to eliminate a problem, or as an immediate response to a serious problem that could not have been dealt with informally. A decision to use the Formal Process begins after the supervisor completes his/her information gathering and conducts a review of all informal steps that may have been taken. Once a decision to use the formal process is reached, the process will continue at the Assistant Fire Chief or Fire Chief level. The Formal Process consists of:  Preparing and conducting an Investigative Interview.  Utilizing the decision making process in regards to discipline.  Preparing and conducting an Administrative Hearing, if applicable.  Documentation.
Sample 1
THE FORMAL PROCESS. 26 27 The Formal Process occurs as a result of either a failure of the Informal Process 28 to eliminate a problem, or as an immediate response to a serious problem that 29 could not have been dealt with informally. A decision to use the Formal Process 30 begins after the supervisor completes his/her information gathering and conducts
Sample 1
THE FORMAL PROCESS. 1. The process to be followed when conducting a Joint Formal will conform to the following outline: (a) JCR and MCR members are to await the opening of the doors as decided by the executive members on the doors. In the case of the JCR this will be the Services Officer and the Vice-President in the first instance. In the case of the MCR this will be either the President or the Vice President in the first instance. SCR members are to gather in the SCR before the start of the formal. (b) When doors are opened, JCR and MCR members are to enter the hall and take their seats. When the time for closing doors arrives, the doors will be closed by the JCR Services Officer. When everyone is seated, the SCR will enter through the stage door, at which point the Joint Formal has begun and all others in the hall will stand and silence will be observed. (c) When the SCR have found their places, everyone will remain standing. The grace at Trevelyan is silent, which means that everyone will stand in silence for approximately ten to fifteen seconds, until the Principal or his nominee has indicated that silent grace is over. (d) At this point, the JCR President will proceed to the stage and conduct the Trevelyan Toast, which consists of a few words offered to both high table and the main body of the hall, followed by the appropriate response from the hall. When this is completed, the JCR President will return to their seat, all will sit, and the formal will proceed to its three courses. (e) As the main course in the main body of the hall draws to a close, which will usually be as dessert on high table is finishing, the JCR President and Principal will call for silence (usually with a table bang) and conduct bow out. This consists of bowing to one another, and then the JCR President will bow to those in the main section of the hall. (f) Immediately after this, all in the hall will stand. Once silence is achieved, High table will proceed to return to the SCR. Once all on high table have left, and the door to the SCR has been shut, this signifies the end of the Joint Formal.
Sample 1

Related to THE FORMAL PROCESS

  • Formal Process The Formal Process is a process in which an Employee requests a formal hearing and a panel is convened to gather evidence and make a decision regarding the Employee’s concern. If an Employee is unable to get his concern resolved through the Informal Process, he may request a Formal Hearing by filing an Issue Resolution Form within three (3) business days following completion of the Informal Process. Employees may seek the assistance of a FC member or the Employee Advocate to assist in the preparation of an Issue Resolution Form. A FC facilitator shall, on a rotating basis, facilitate but shall be a non-voting participant in any Formal Hearings that may arise following the submission of an Issue Resolution Form. The FC facilitator will contact the Employee within two (2) business days of receiving the Issue Resolution Form. The Employee will select, at random, five (5) FC members to sit on the Formal Hearing Panel. The Hearing Panel will consist of three (3) bargaining unit FC members and two (2) management FC members. The Employee will randomly select four (4) bargaining unit FC member names and discard one such name of his or her choosing, and randomly select three (3) management FC names and discard one such name of his or her choosing for the Hearing Panel. The panel will convene within 10 business days of receiving the Issue Resolution Form. The panel will collect evidence and fully review all details of the Employee’s concern in order to reach a final decision about whether the Agreement and the Employees’ Charter have been fairly applied to the Employee. Employees may be assisted in the Formal Process, including the Formal Hearing, by the Employee Advocate, if they so choose. The Employee Advocate’s role in the Formal Process shall be to:

  • 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.

  • Formal Procedure No different or additional Work or contractual obligations will be authorized or performed unless contemplated within the Scope of Work and memorialized in an amendment or modification of the Contract that is executed in compliance with this Article. No waiver of any term, covenant, or condition of the Contract will be valid unless executed in compliance with this Article. Contractor will not be entitled to payment for Work that is not authorized by a properly executed Contract amendment or modification, or through the express written authorization of HHSC. Any changes to the Contract that results in a change to either the term, fees, or significantly impacting the obligations of the parties to the Contract must be effectuated by a formal Amendment to the Contract. Such Amendment must be signed by the appropriate and duly authorized representative of each party in order to have any effect.

  • NOTICE OF FORMAL PROCEEDINGS The Trust, MFS, and the Company agree that each such party shall promptly notify the other parties to this Agreement, in writing, of the institution of any formal proceedings brought against such party or its designees by the NASD, the SEC, or any insurance department or any other regulatory body regarding such party's duties under this Agreement or related to the sale of the Policies, the operation of the Accounts, or the purchase of the Shares.

  • Submission of Formal Disputes a. A Formal Dispute must be filed in writing with the Director of Procurement Services by mail or email, using the following contact information: Email: xxxxxxxx.xxxxxxxx@xxx.xx.xxx b. The Formal Dispute must include: i. Name, address, e-mail address and telephone numbers of the filer. ii. Solicitation or Contract number. iii. Detailed statement of the legal and factual grounds for the Formal Dispute, including a description of resulting prejudice to the filer. iv. Copies of relevant documents. v. Request for a ruling by the agency. vi. Statement as to the form of relief requested. vii. All information establishing that the filer is an Interested Party for the purpose of filing a Formal Dispute. viii. All information establishing the timeliness of the Formal Dispute.

  • Formal Procedures 1. Upon presentation to the academic Xxxx of a petition signed by one–third (1/3) of the full–time members of the department/work area, excluding the department chair, stating specific reasons for recalling the department chair, the academic Xxxx shall promptly give fourteen (14) calendar days' written notice to all department/work area members setting forth the time, date and place of a meeting to consider the recall petition and to vote on either a motion that the department/work area chair continue in office or a motion to recommend to the President of the College that the President declares a vacancy to exist in the department/work area. The department chairperson/work area may be present at this meeting. 2. The academic Xxxx and an impartial person from the faculty at large, who shall be elected by members of the department/work area, shall conduct the recall meeting, and if the academic Xxxx and the members of the department/work area shall have so decided, shall conduct successor meetings for the same purpose. The academic Xxxx and such impartial person from the faculty at large shall record any subsequent vote(s) taken within the department/work area on this matter. 3. A vote by secret ballot of the majority of all full–time department/work area members shall be required to recommend to the President of the College or the President’s designee that the President declares a vacancy to exist in the department chair position. If a majority of the department/work area members so vote, the results of the balloting with reasons shall be forwarded to the President of the College or the President’s designee. The President of the College shall determine the recall or continuance within ten (10) calendar days and so notify the department/work area with reasons. The President's decision shall be final.

  • Informal Procedure A complaint may be presented informally to the administrator whose decision or action is being contested.

  • Appeal Process PROVIDER may appeal any adverse finding by the Contract Compliance Officer as set forth in sec. 25.08(20)(c), D.C. Ords.

  • Formal Grievance Procedure 1. In the event that a complaint cannot be resolved informally, the parties shall pursue the first step in the formal grievance procedure before making any application for arbitration, unless the College and the AAUP agree in writing to alter the procedure or waive one or more of the steps by proceeding directly to arbitration. 2. Upon written request of the AAUP Contract Compliance Officer, the College shall submit any requested documents in its possession which may be necessary for investigation of the grievance. The College shall deliver such documents as soon as is reasonably possible, but no later than seven (7) days after receipt of a written request. 3. Internal Steps in the Procedure a. Step One: The Director of Human Resources (1) Within thirty (30) days of when the AAUP learns of, or in the exercise of reasonable diligence should have learned of, an alleged violation of the provisions of this Agreement, the AAUP shall submit to the Director of Human Resources a completed Faculty Grievance Form or a dated, signed, written description of the grievance, clearly labeled "grievance" containing substantially the same information as provided for on the Faculty Grievance Form. (2) Within eight (8) days of receipt of the written grievance, the Director of Human Resources shall convene a meeting to discuss the grievance. Such meeting shall include the grievant(s) and/or the designated representative(s) of the AAUP and shall be scheduled at a time which is mutually convenient to the parties. (3) The Director of Human Resources shall attempt to determine the facts pertaining to the grievance and shall notify the grievant and the AAUP in writing of his/her decision within eight (8) days in a Grievance Disposition Form or in a document containing substantially the same information as contained in a Grievance Disposition Form, which shall include written details of the reasons which support the decision. (4) Within eight (8) days after receipt of the disposition of the Director of Human Resources, the AAUP may appeal the decision in writing to the College Grievance Officer, by submitting a Grievance Disposition Reaction Form or a document containing substantially the same information as contained in a Grievance Disposition Reaction Form. (5) By agreement, the parties may decide to advance the grievance to step two of the procedure, or to appeal directly to arbitration at step D(4) of this article.

  • Designated Agent for Service of Process The agent for service of process in Delaware as of the effective date of this Agreement is The Corporation Trust Company, 1000 Xxxxxx Xxxxxx, Xxxxxxxxxx, Xxxxxxxx 00000.