Parent Complaint Sample Clauses

Parent Complaint. Any complaints by a parent of a student directed toward a teacher shall be promptly called to the teacher’s attention if considered serious enough by the appropriate administrator. The identity of the parent making the complaint shall be made known to the teacher.
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Parent Complaint. No action shall be taken upon any complaint by a parent of a student directed toward a teacher, nor shall any notice thereof be included in said teacher’s personnel file unless such matter is promptly reported in writing to the teacher concerned. If any question of breach of professional ethics is involved, the Association shall be notified.
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Parent Complaint. When a complaint is made by a parent or parents of a student, or any other member of the public concerning an employee which is deemed serious enough to become a matter of formal record, the employee shall be informed of the complaint. The employee and his/her principal shall attempt to resolve the complaint of the complaining party. If unable to resolve the complaint at the building level, the principal will notify the superintendent or his/her designee. Such notification by the principal to the superintendent or designee shall be submitted in writing with the issues clearly defined. A copy of this notification shall be provided to the teacher(s) involved at least one day before any meeting or conference held with the superintendent/designee, the teacher(s), and Association representative. This provision shall not apply to complaints of child abuse or neglect which shall be reported and investigated as required by Ohio law.
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Parent Complaint. In order to encourage the harmonious and expeditious resolution of parent complaints at the local level, the Board agrees that in case of a complaint on the part of a citizen regarding an Administrator, or a program or an employee he or she supervises, that such citizen shall be directed to first discuss the matter fully with the Administrator involved before the Superintendent, Central Administrator or the Board passes judgment or takes action of the matter. It is understood and agreed that, if an Administrator's decision is appealed to a higher authority, such Administrator shall be given an opportunity to provide the necessary background information, either in person and/or by confidential memorandum before any further action is taken on the matter. No action will be taken in any instance before the Administrator is notified of any parental complaint and given an opportunity to explain the situation.
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Parent Complaint. When a complaint is made by a parent concerning a bargaining unit member's conduct, service, character, or personality, the bargaining unit member will be informed by the principal, in a private conference or meeting. The bargaining unit member and parent, in a private meeting, will attempt to resolve the complaint. The bargaining unit member or parent may request the presence of the building principal and/or any other person of his/her choosing. Meeting with parents will be held outside of instructional time at the teacher’s convenience no later than forty-eight (48) hours after said request. At no time will a bargaining unit member's personnel file be open to the public. No parental complaint will be placed or made a matter of record in the bargaining unit member's personnel file unless the complaint has been reduced to writing pursuant to level 1.c. of the Student Grievance Procedure. The bargaining unit member will have the opportunity to reply to such complaint in a written statement, to be attached to complaint, entered in the personnel file. When a complaint is determined to be without merit by the bargaining unit member, administrator, and complaining parent, all proceedings will cease and all records of the complaint will be destroyed.
Sample 1
Parent Complaint a. If a principal receives a complaint from a parent, the principal shall discuss the complaint with the teacher as soon as possible but not more than 5 school days following the day the complaint was received, unless prohibited by Law Enforcement.
Sample 1
Parent Complaint. When a complaint is made by a parent concerning a bargaining unit member's conduct, service, character, or personality, the bargaining unit member will be informed by the principal, in a private conference or meeting. The bargaining unit member and parent, in a private meeting, will attempt to resolve the complaint. The bargaining unit member or parent may request the presence of the building principal and/or any other person of his/her choosing. Meeting with parents will be held outside of instructional time at the teacher’s convenience no later than forty-eight (48) hours after said request. At no time will a bargaining unit member's personnel file be open to the public, unless a formal request per board policy is made to the Board’s Records Custodian. No parental complaint will be placed or made a matter of record in the bargaining unit member's personnel file unless the complaint has been reduced to writing pursuant to level
Sample 1
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Related to Parent Complaint

  • Client Complaints The Operator and AHS shall promptly inform the other party of any material complaints, concerns or grievances made to or against the Operator with respect to the Services. The Operator acknowledges that AHS is required to establish and maintain a patient concerns resolution process in accordance with the Patient Concerns Resolution Process Regulation (AR 124/2006) and that AHS has been advised by the Office of the Alberta Ombudsman that all contracted service providers are also required to have a patient concerns resolution process in place. The Operator shall comply with the Patient Concerns Resolution Process in Schedule “D”, Appendix 5.

  • Complaint To commence a proceeding, the complaining party (or parties) shall provide by certified mail, return receipt requested, a written Complaint to the BCBSA Corporate Secretary (which shall also constitute service on BCBSA if it is a respondent) and to any Plan(s) and/or Controlled Affiliate(s) named therein. The Complaint shall contain:

  • Complaints Investigation ‌ An employee who complains of harassment under the provisions of the Human Rights Code of British Columbia may refer the complaint to either one or other of the following processes:

  • Formal Complaint Step 2, Division Head

  • Public Complaints All complaints submitted by the public shall be reduced to writing by the Complainant. No Employee shall be accused of committing an act until a proper and adequate investigation has taken place. Should the complaint prove to be valid, then the Employee shall be remitted with a copy of such complaint. If requested the Complainant shall be made known in confidence to the Chair of the applicable Bargaining Unit of CUPE and its Local 4705.

  • Procurement Related Complaints and Administrative Review 49.1 The procedures for making a Procurement-related Complaint are as specified in the TDS.

  • Investigation of Accidents The Occupational Health and Safety Committees, as provided in Clause 22.2, shall be notified of each accident or injury and shall investigate and report to the Union and Employer on the nature and cause of the accident or injury. In the event of a fatality the Employer shall immediately notify the President of the nature and circumstances of the accident.

  • Anonymous Complaints When an anonymous complaint, where the complaint, if true, would not or could not lead to criminal charges, is made against a member and no corroborative evidence is obtained through a prompt investigation by management, the complaint shall be classified as unfounded. No disciplinary action may be brought as the result of unfounded complaints.

  • Filing a Complaint If an employee believes that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it. First, request a stop of the unwanted behaviour. Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome. It is advisable to document the events, complete with times, dates, location, witnesses and details. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. The incident should be brought to the attention of your Supervisor and/or Committeeperson.

  • Filing a Grievance Grievances may be filed by the Union on behalf of an employee or on behalf of a group of employees. If the Union does so, it will set forth the name of the employee or the names of the group of employees.

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