Discrimination Complaint Procedure Sample Clauses

Discrimination Complaint Procedure. Employees who feel they have encountered discrimination, harassment or reprisal as defined above have the right to discuss with or submit a complaint to the appropriate University of Minnesota Office. The Minnesota Human Rights Department, and the U.S. EEOC are also available resources for discrimination, harassment and reprisal complaints. When a complaint is filed, the person notified of the complaint shall promptly commence an investigation, normally within five (5) working days. If a complaint is filed, it shall be in writing and shall specifically detail the relevant fact and the nature of the discrimination, and shall identify the employee's protected class. The person conducting the investigation shall respond in writing to the affected employee with a report which contains the results of the investigation and proposed resolution within thirty (30) calendar days of the initial contact by the employee. This report need not include any facts or information that would violate any employee's confidentiality. The parties recognize that in appropriate circumstances the investigation and the completion of the report may take longer than thirty (30) calendar days. In this event the investigation and report shall be completed promptly. If an employee so requests, they may ask a union representative to attend a scheduled meeting related to the investigation. All parties to this procedure agree to handle information provided by employees in accordance with the requirements of State and Federal law regarding privacy and confidentiality. The following contacts can provide information and complaint forms: Office of Equal Opportunity and Affirmative Action 000-000-0000 Minnesota Department of Human Rights 000-000-0000 U.S. EEOC 000-000-0000
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Discrimination Complaint Procedure. 1. Any person who believes that he or she, individually, as a member of any specific class, or in connection with any disadvantaged business enterprise, has been subjected to discrimination prohibited by Title VI of the Civil Rights Act of 1964, the American with Disabilities Act of 1990, Section 504 of the Vocational Rehabilitation Act of 1973 and the Civil Rights Restoration Act of 1987, as amended, may file a complaint with the recipient. A complaint may also be filed by a representative on behalf of such a person. All complaints will be referred to the recipient’s Title VI Coordinator for review and action.
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Discrimination Complaint Procedure. Any non-probationary employee feeling that he or she has been discriminated against in violation of Section 1 above, may process a complaint in accordance with the grievance procedure.
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Discrimination Complaint Procedure. The County has established a strong commitment to prohibit and to prevent unlawful harassment and/or discrimination in employment, and has set forth a procedure for investigating and resolving internal complaints in Board of Supervisors Policy C-25. Employees are expected to be familiar with and comply with Policy C-25.
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Discrimination Complaint Procedure. The County has established a strong commitment to prohibit and to prevent unlawful harassment and/or discrimination in employment, and had set forth a procedure for investigating and resolving internal complaints in Board of Supervisors Policy C-25, which policy is included in this MOU by reference. The County’s Harassment Policy and Complaint Procedure can be located at the Human Resources website at xxxx://xxx.xx-xx.xxx and at the County’s Workforce Exchange website at xxxx://xxxxxxxxxxxxxxxxx.xxx/. Employees may also contact the Human Resources Department, Employee Relations Division at 000-000-0000 for a copy of the Harassment Policy and Complaint Procedure.
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Discrimination Complaint Procedure. Section 21-203 outlines in detail the requirements for processing discrimination complaints. Describe your policy and procedure for training staff in these procedures, and where the policies and procedures are maintained for staff reference. Describe your policy and procedures for ensuring that all applicants/recipients, including non-English-speaking and limited-English-proficient applicants/recipients as well as individuals having disabilities and individuals who cannot read or write, receive information about how to file a discrimination complaint and that they are provided with complaint forms in their primary language or alternative methods as required by Division 21. Complaint procedures for contractors should have been addressed in Section VII. If your discrimination complaint procedure was filed in your original Annual Plan, you do not need to resubmit it each year unless there has been a change from the original.
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Discrimination Complaint Procedure. This Policy is included for reference and should not be construed as a matter subject to the meet and confer process.
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Related to Discrimination Complaint Procedure

  • Complaint Procedure If an employee has a complaint, which is not a proper subject for a grievance under the grievance procedure, the employee may discuss it with their immediate supervisor. The employee may submit the complaint in writing. If necessary, the employee may also discuss the complaint with the Director of Staff Relations. The employee may have the assistance of their Alliance representative in presenting the complaint. Complaints shall be answered as soon as reasonably possible, but in no event shall an answer be delayed more than seven (7) business days, unless the time for an answer is extended by mutual agreement. If the employee and the Alliance are dissatisfied with the answer they may request a Special Conference.

  • COMPLAINT PROCEDURES CONTRACTOR shall maintain and adhere to its written procedures for responding to parent complaints. These procedures shall include annually notifying and providing parents of LEA students with appropriate information (including complaint forms) for the following: (1) Uniform Complaint Procedures pursuant to Title 5 of the California Code of Regulations section 4600 et seq.; (2) Nondiscrimination policy pursuant to Title 5 of the California Code of Regulations section 4960 (a); (3) Sexual Harassment Policy, California Education Code 231.5 (a) (b) (c); (4) Title IX Pupil Grievance Procedure, Title IX 106.8 (a) (d) and 106.9 (a); and (5) Notice of Privacy Practices in compliance with Health Insurance Portability and Accountability Act (HIPAA), if applicable. CONTRACTOR shall include verification of these procedures to the LEA upon request. CONTRACTOR shall immediately notify LEA of any complaints filed against it related to LEA students and provide LEA with all documentation related to the complaints and/or its investigation of complaints, including any and all reports generated as a result of an investigation.

  • Complaints Procedure 18.1 If the Client has any cause for complaint in relation to the services provided by the Company, he should file a complaint as per the Company’s Complaint Handling policy which is available on the Company’s website.

  • ANTI-DISCRIMINATION i) It is the intention of the parties to seek to achieve the object in section 3 (f) of the Industrial Relations Xxx 0000 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds of race, sex, material status, disability, homosexuality, transgender identity and age or responsibilities as a carer.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • COMPLAINT AND GRIEVANCE PROCEDURE 1. When a member has any grievance or complaint, he shall forthwith convey to his immediate superior, orally or in writing, all facts relative to the grievance and/or complaint. The member and the superior shall make every attempt to resolve the problem at this preliminary stage.

  • Discrimination and Harassment 6.13 All members of the Appointments Committee shall be supplied with written information about the content and application of relevant federal and provincial Appointments legislation, and about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the University Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Office of Equity and Human Rights Services for assistance.

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