Complaints Against An Employee Sample Clauses

Complaints Against An Employee. No action against an employee shall be taken on the basis of an unverified complaint by a parent or student or other individuals, or any notice of such action or complaint shall be included in the employee's personnel file or any evaluation report, unless the matter is first reported to the employee in writing, and the employee has had an opportunity to discuss the matter with his/her administrator. No investigation of an employee beyond preliminary inquiry by Special Investigative Unit (SIU) may be undertaken without written notice to the employee, such notice to include a statement of the cause giving rise to the investigation.
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Complaints Against An Employee. No corrective action shall be taken against an employee on the basis of an unverified complaint before the employee has had an opportunity to discuss the matter with his/her supervisor.
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Complaints Against An Employee. D Any complaint about an employee, which is deemed serious enough to adversely affect the employee's evaluation, shall be reported to the employee within five (5) work days following receipt of a written report of the incident giving rise to the complaint.
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Complaints Against An Employee. Complaints against an employee shall be brought to the attention of the employee within a reasonable time after receipt of the complaint. Anonymous complaints or criticisms, or complaints not brought to the attention of the employee, shall not be used to discipline or evaluate an employee. Nothing prohibits such complaints or criticisms from forming a basis for the investigation of an employee's conduct or performance, so long as the investigation is completed within a reasonable period of time after receipt of the complaint.
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Complaints Against An Employee. 3.3.1 In the case of complaints against an employee from another party other than the employer the process would reflect due process, fair mindedness and natural justice.
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Complaints Against An Employee. Complaints made against any employee covered by this Agreement which are placed on that employee's personnel file shall be copied and sent to the employee and the Union. Only complaints which have been placed on an employee's record file and which have been brought to the employee's notice in writing may be produced as evidence at an arbitration or grievance hearing. It is understood that this provision dates from the signing of this Agreement and that complaints predating this Agreement may be produced as evidence at an arbitration or grievance provided copies of such complaints are sent to the employee prior to the arbitration or grievance hearing. In addition, any letters of recall, lay-off or termination addressed to a Union member shall be copied to the Union. The Board agrees that any documents of an adverse nature placed on an employee's file shall remain on that file for not less than six (6) months and not more than forty-eight (48) months depending on the gravity of the reason for the document. The Board shall, therefore, state on each such document the period for which it shall remain on the personnel file of the employee and that employee and the Union shall be so informed.
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Related to Complaints Against An Employee

  • Complaints Against Employees Any complaint against an employee that may lead to disciplinary action shall be promptly called to the attention of the employee. No complaint against an employee may be used in a disciplinary action against that employee unless the complaint was discussed with the employee in a timely fashion.

  • Complaints Against Teachers When a person makes a written or verbal complaint against a teacher, the principal or designee shall promptly notify the teacher of the complaint, the identity of the complainant, and the teacher shall be given the opportunity to respond. The principal or designee shall investigate the complaint and attempt to resolve the complaint informally if appropriate.

  • Covenant Against Discrimination Consultant covenants that, by and for itself, its heirs, executors, assigns, and all persons claiming under or through them, that there shall be no discrimination against or segregation of, any person or group of persons on account of race, color, creed, religion, sex, gender, sexual orientation, marital status, national origin, ancestry or other protected class in the performance of this Agreement. Consultant shall take affirmative action to insure that applicants are employed and that employees are treated during employment without regard to their race, color, creed, religion, sex, gender, sexual orientation, marital status, national origin, ancestry or other protected class.

  • Covenant Against Gratuities The Contractor warrants that no gratuities (in the form of entertainment, gifts, or otherwise) were offered or given by the Contractor, or any agent or representative of the Contractor, to any officer or employee of the State with a view toward securing the Contract or securing favorable treatment with respect to any determinations concerning the performance of the Contract. For breach or violation of this warranty, the State shall have the right to terminate the Contract, either in whole or in part, and any loss or damage sustained by the State in procuring on the open market any items which Contractor agreed to supply shall be borne and paid for by the Contractor. The rights and remedies of the State provided in this clause shall not be exclusive and are in addition to any other rights and remedies provided by law or in equity.

  • Violence Against Women The parties hereby recognize and share the concern that women uniquely face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. A woman who is in an abusive or violent personal or domestic situation will not be subjected to discipline without giving full consideration to the facts in the case of each individual and the circumstances surrounding the incident otherwise supportive of discipline. This statement of intent is subject to a standard of good faith on the part of the Employer, the Union and the affected employees and will not be utilized by the Union or the employees to subvert the application of otherwise appropriate disciplinary measures.

  • Where an Employee (a) at the maximum rate of a salary range is promoted, a new anniversary date is established based upon the date of promotion;

  • An Employee (other than a casual employee) required to attend for jury service during ordinary working hours will be reimbursed by the Company an amount equal to the difference between the amount paid in respect of the employee’s attendance for such jury service and the amount of wage the employee would have received in respect of the ordinary time the employee would have worked had the employee not been on jury service.

  • NO DISCRIMINATION IN EMPLOYMENT In connection with the performance of work under this Agreement, the Contractor may not refuse to hire, discharge, promote, demote, or discriminate in matters of compensation against any person otherwise qualified, solely because of race, color, religion, national origin, ethnicity, citizenship, immigration status, gender, age, sexual orientation, gender identity, gender expression, marital status, source of income, military status, protective hairstyle, or disability. The Contractor shall insert the foregoing provision in all subcontracts.

  • SAFEGUARD AGAINST FRAUD 11.1 The Supplier shall take all reasonable steps, in accordance with Good Industry Practice, to prevent any fraudulent activity (including Fraud) by the Supplier and the Supplier’s Staff (which for the purposes of this Clause 11 (Safeguard Against Fraud) shall include its shareholders holding in excess of the fifty (50) percent of the entire issued share capital of the Supplier and directors).

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

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