Verbal. Verbal abuse can take the form of name calling. It may be directed towards gender, ethnic origin, sexual orientation, physical/social disability or personality, etc. It may be linked to prejudice and discrimination.
Verbal. The employee shall take up their grievance verbally, directly with their immediate supervisor or supervisor of their department, except when the employee believes that the employee cannot properly express, or explain, their difficulties to their supervisor, in which case the employee may be accompanied by their xxxxxxx. STEP 2 (WRITTEN) If the grievance is not adjusted by supervision within forty-eight (48) hours after the grievance has been submitted to them, under the provisions of Step 1, the employee may report the matter to the xxxxxxx elected to represent their group who, together with the employee, may take the matter up with the supervisor and shall, at the same time, present a written summary of the grievance.
Verbal. An employee or the union with a complaint shall bring the complaint to the immediate supervisor involved within five (5) days of the occurrence giving rise to the complaint or within five (5) days of the date the employee might reasonably have become aware of such occurrence. A discussion shall take place between the supervisor and the employee or the union within five (5) days of notification of the complaint. The purpose of the discussion is to informally resolve the complaint. If the complaint has not been resolved within five (5) days of the discussion then the following shall take place;
Verbal. The provocative use of words and/or oaths so as to humiliate or embarrass a professional staff member.
Verbal. A verbal complaint must be received by the unit 10 complaint is made to the immediate supervisor involving a unit 11 member, the District shall, within a period of two (2) days, 12 notify the union’s Chief Union Xxxxxxx. Within three (3) days 13 of the receipt of the complaint, the immediate supervisor shall 14 investigate the facts of the complaint to determine if the 15 complaint appears to have merit. If the complaint appears 16 meritorious or otherwise may result in further action by the 17 District, the unit member involved will be notified in a period 18 not to exceed five (5) days from when the complaint was first 19 received (non-school days excepted). If a meeting is required:
Verbal. A verbal reprimand shall be administered by the employee’s supervisor. Verbal reprimands shall be documented in writing and shall indicate those present for the reprimand, the purpose of the reprimand, the date the reprimand took place, the corrective action recommended and further disciplinary action which may be taken if the violation reoccurs. Written Reprimand - A written reprimand is a documented written correspondence issued by the Department Head. The reprimand will state the action that caused the reprimand to be issued, what corrective action must be taken by the employee to ensure the violation does not reoccur and further disciplinary action which may be taken if the violation does reoccur. The employee will receive a copy of the written reprimand.
Verbal. Counsel the employee and issue a verbal warning. Attempt to determine and resolve the cause of the problem. At the same time, state specifically that the employee is receiving a formal verbal warning. Place a discipline document in the employee’s file describing the incident and the discussion. Verbal warnings will be active for a six (6) month period before becoming inactive.
Verbal. The Director of Parks & Recreation will provide a verbal presentation and will be available to answer any questions related to the report. Members of The Moose Jaw Kinsmen Flying Fins Executive may also be in attendance to address questions directed towards the Club.
Verbal. Any employee having a complaint or grievance in connection with the terms of employment, application of this Agreement, working conditions or discipline, other than issues involving suspension or discharge, will with the xxxxxxx, discuss the matter with the employee’s immediate supervisor. The supervisor will respond to the employee within forty-eight hours following the discussion.
Verbal. Any employee having a grievance must discuss the matter with the Lead Transportation Administrator or immediate supervisor within ten (10) working days after the employee has knowledge or reasonably should have known of the violation or misapplication of the contract. The immediate supervisor shall respond to the verbal grievance within three (3) working days after the date it was discussed. In all cases the employee may have Union representation. In the event the alleged violation or misapplication stems from an action beyond the Transportation Department level, the grievance may be initiated at Step 2 with the Assistant Superintendent for Human Resources, or his/her designee.
