Informal Complaint Process. (a) At any stage of the complaint process, the complainant, respondent and any witnesses may be accompanied by a representative.
Informal Complaint Process. San Xxxxxxx County shall comply with the provisions of the Americans with Disabilities Act (ADA). Individuals requesting reasonable accommodation under the ADA shall make a request in writing to their supervisor or manager, supported by medical documentation provided by an approved medical physician. The request shall identify the specific accommodation required and the anticipated duration needed for the accommodation. The manager or supervisor shall meet with the employee to confirm any documentation or verification received, in compliance with the ADA. The manager or supervisor shall respond to the written request in writing within 10 days of receipt of supplemental materials. Any such documentation, which discloses employee medical information, shall be provided to the Human Resources Disability Management Unit. Human Resources shall be consulted if any dispute arises in regard to an ADA accommodation.
Informal Complaint Process. At any stage of the complaint process, the complainant, respondent and any witnesses may be accompanied by a representative. The complainant, with the advice of the Designated Union Representative, will determine the best course of action. Some options are to: • discuss the concern directly with the respondent; • discuss the concern directly with the respondent with the assistance of the Designated Union Representative; • request that an Advisor meet with the respondent and discuss the complaint; • request that a third party by appointed to assist in the complaint; • request a formal review; • initiate a grievance. If the complaint is resolved through the informal process, the written record of the complaint and the resolution, other than statistical data reported to the Company, will be given to the complainant and respondent only. If the informal complaint resolution does not take place or takes place and the complaint remains unresolved, the complainant may refer the complaint to the formal review process.
Informal Complaint Process. An employee subject to harassment who does not wish to lodge a formal complaint may wish to deal with the matter by means of an informal discussion with the immediate management, a CAW designate, or Human Resources designate. In these cases an action plan will be developed for resolution of the matter. The Recipient of the complaint will follow up with the employee to monitor whether the employee’s concern was effectively resolved.
Informal Complaint Process. It is understood that an employee has no grievance until she/he or her/his designate has first given their manager or his/her designate the opportunity of addressing the complaint. Any complaint shall be discussed with the manager or his/her designate when she/he becomes aware of the circumstances giving rise to it having occurred or ought reasonably to have come to the attention of the employee. Failing resolution, it may then be taken up as a grievance within five (5) days of the decision of the manager or his/her designate using the process set out below.
Informal Complaint Process. This process occurs when an individual has a question or concern about his/her interaction with a Sheriff’s deputy, the policies or procedures of the Sheriff’s Office, or the Sheriff’s Office response to a circumstance or situation. We encourage individuals to communicate this information to both the officer and/or the officer’s direct supervisor by phone, in person, or by writing/email. The goal is for the information to be received by the Sheriff’s personnel and the issues addressed either by further explanation through open dialogue and/or corrective action of the issue at hand. Due to the informal nature of this process, the range of documentation will depend on the individual circumstances. Either way the entire complaint process will be explained to the reporting individual with all available options including the formal complaint protocol.
Informal Complaint Process. In the event of a dispute involving the interpretation, application or alleged violation of a specific provision of this Agreement, the employee shall discuss the matter in dispute with the employee’s immediate supervisor within fifteen (15) working days of the event triggering the dispute. The immediate supervisor shall have ten (10) working days to respond to the complaint. All complaints must be discussed with the immediate supervisor prior to the filing of a formal grievance and no formal grievance may be filed until the immediate supervisor has been given opportunity to attempt resolution before moving the complaint to Xxxxx 0.
Informal Complaint Process. 8.08 It is the mutual desire of the parties hereto that complaints of nurses shall be adjusted as quickly as possible, and it is understood that a nurse has no grievance until she/he has first given the Director of Care or his/her designate the opportunity of addressing the complaint. The nurse shall discuss the complaint with the Director of Care or his/her designate within five (5) days of when she becomes aware of the complaint or ought reasonably to become aware of the complaint. The Director of Care or his/her designate shall thereafter render a decision on the complaint. Failing resolution, the nurse may then take up the complaint as a written grievance within five (5) days of the decision of the Director of Care or his/her designate using the grievance process set out below. The grievance form can be submitted electronically.
Informal Complaint Process. Anyone may use informal procedures to report and resolve complaints of sexual harassment. Informal reports may be made to any staff member. Staff will always notify complainants of their right to file a formal complaint and the process for same. Staff will also direct potential complainants to Xx. Xxxxx Xxxxxxxx, Title IX Coordinator, 000-000-0000. Additionally, staff will also inform an appropriate supervisor or professional staff member when they receive complaints of sexual harassment, especially when the complaint is beyond their training to resolve or alleges serious misconduct. During the course of the informal complaint process, the district will take prompt and effective steps reasonably calculated to end any harassment and to correct any discriminatory effects on the complainant. If an investigation is needed to determine what occurred, the district will take interim measures to protect the complainant before the final outcome of the district’s investigation (e.g., allowing the complainant to change academic or extracurricular activities or break times to avoid contact with the alleged perpetrator). Informal remedies may include: • An opportunity for the complainant to explain to the alleged harasser that his or her conduct is unwelcome, offensive or inappropriate, either in writing or face-to-face; • A statement from a staff member to the alleged harasser that the alleged conduct is not appropriate and could lead to discipline if proven or repeated; • A general public statement from an administrator in a building reviewing the district sexual harassment policy without identifying the complainant; • Developing a safety plan; • Separating students; or • Providing staff and/or student training Informal complaints may become formal complaints at the request of the complainant, parent/guardian, or because the district believes the complaint needs to be more thoroughly investigated. The district will inform the complainant and their parent/guardian how to report any subsequent problems. Additionally, the district will conduct follow-up inquiries to see if there have been any new incidents or instances of retaliation, and to promptly respond and appropriately address continuing or new problems. Follow-up inquiries will follow a timeline agreed to by the district and complainant.
Informal Complaint Process. 1.4.1 American with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA) San Joaquin County shall comply with the provisions of the ADA and FEHA. Individuals requesting reasonable accommodation(s) shall make a request to their supervisor or manager, supported by medical certification from a medical provider. The request shall identify the specific work restrictions along with any recommended reasonable accommodation(s) needed in the workplace. The medical certification shall also specify the anticipated duration needed for the work restrictions. The manager and/or supervisor shall engage in a good faith, timely, interactive process with the employee in compliance with the ADA and FEHA. The manager or supervisor shall respond to the written request in writing within 10 days of receipt of supplemental materials. Documentation and/or information received through this process is subject to confidentiality laws. Human Resources Disability Management unit may be contacted for assistance and facilitation of the interactive process. Reasonable accommodation determinations are made at the department level.
