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:
Complaint. An expression of dissatisfaction received orally or in writing that is of a less serious or formal nature that is resolved within one (1) business day of receipt.
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:
i. identification of the complaining party (or parties) requesting the proceeding;
ii. identification of the respondent(s);
iii. identification of any other persons or entities who are interested in a resolution of the dispute;
iv. a full statement describing the nature of the dispute;
v. identification of all of the issues that are being submitted for resolution; Page 2 of 23 vi. the remedy sought;
Complaint. An employee who has a complaint must attempt to discuss it orally with their immediate supervisor, either alone or, at the request of the employee, in the presence of the Union representative. If the employee does not request the presence of their Union representative at this time, the representative shall have the opportunity of discussing the matter with the supervisor and the employee before proceeding to Step 1. In the event that the complaint is not settled in this manner, it then becomes a grievance.
Complaint. Dissatisfaction or a disagreement involving a circumstance or condition. It may involve a bargaining unit member or members.
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:
i. identification of the complaining party (or parties) requesting the proceeding;
ii. identification of the respondent(s);
iii. identification of any other persons or entities who are interested in a resolution of the dispute;
iv. a full statement describing the nature of the dispute;
v. identification of all of the issues that are being submitted for resolution; Amended as of November 21, 1996
vi. the remedy sought;
vii. a statement as to whether the complaining party (or parties) elect(s) first to pursue Mediation;
viii. any request, if applicable, that one or more members of the Mediation Committee be disqualified from the proceeding and the grounds for such request;
ix. any request, if applicable, that the matter be handled on an expedited basis and the reasons therefor; and
x. a statement signed by the CEO of the complaining party affirming that the CEO has undertaken efforts, or has directed efforts to be undertaken, to resolve the dispute before resorting to the MMDR process. The complaining party (or parties) shall file and serve with the Complaint copies of all documents which the party (or parties) intend(s) to offer at the Arbitration Hearing and a statement identifying the witnesses the party (or parties) intend(s) to present at the Hearing, along with a summary of each witness' expected testimony.
Complaint. Any employee having a complaint shall first take the matter up with her Supervisor when the employee became aware of the issue giving rise to the complaint. The Supervisor shall give a decision within seventy-two (72) hours of such discussion. If the Supervisor’s decision is not satisfactory to the employee, the employee may refer the complaint to the Union Committee. The Union Committee will then submit the grievance in writing to the Administrator, or designate within five (5) calendar days of the response. The Administrator shall respond to the grievance in writing to the Union Committee within five (5) calendar days of receipt. If the response is not satisfactory to the Union Committee, the parties shall arrange a meeting within five (5) calendar days of receipt of the Employer’s response to discuss the grievance. The meeting shall be attended by the Union Committee and representatives of the Employer. The Employer’s response shall be in writing within five (5) calendar days of the meeting. If the Union Committee is not satisfied with the response it may refer the grievance to arbitration as provided below within ten (10) calendar days of the receipt of the Employer’s response. The Union Chairperson will be provided with a reasonable time in advance of any Step 2 grievance meeting in order that he/she may prepare for such meeting.
Complaint. Any teachers who feel they may have a grievance according to Article 12 shall, where it is appropriate with respect to the matter which is the subject of the grievance, first discuss this complaint with their principal and a representative appointed by the Local Bargaining Unit executive. Teachers not directly responsible to a principal shall proceed to Step One.
Complaint. 13.1 If a complaint or enquiry relating to Counter Terrorism Activities or Allied Matters (including those that gives rise to a conduct matter or grievance proceedings) is made to any Responsible Policing Body (Responsible PCC) or any Responsible Chief Officer, this shall be dealt with by the Responsible Policing Body (Responsible PCC) or any Responsible Chief Officer that receives the complaint or enquiry. The receiving Responsible Policing Body (PCC) or Responsible Chief Officer dealing with the complaint or enquiry may, if in the wider counter terrorism policing interest, consult, if appropriate, with the Chair of the Counter Terrorism Coordination Committee before responding to that complaint or enquiry.
13.2 If any complaint or enquiry relating to the terms of this Agreement is made to any Party to this Agreement (formally, informally, to the external auditor, Ombudsman, Strategic Board or Chief Constables’ Council) this shall be referred to the Chair of the Strategic Board and the Parties shall cooperate fully in dealing with such complaints and shall cooperate in responding to any enquiries made and dealing with the complaint.
13.3 If any complaint or enquiry relating to the functions of the Counter Terrorism Coordination Committee, including those relating to approved national policy, is made to any Party to this Agreement (formally, informally, to the external auditor, Ombudsman, Strategic Board or Chief Constables’ Council) this shall be referred to the Chair of the NPCC and the Parties shall cooperate fully in dealing with such complaints and shall cooperate in responding to any enquiries made and dealing with the complaint.
13.4 The Parties shall cooperate fully in dealing with any complaints and shall cooperate in responding to any enquiries made by any external regulatory body.
Complaint. 32.1 If any complaint or enquiry relating to NPoCC is made to any Party to this Agreement (formally, informally, to the auditor, the NPoCC Governance Board or the ombudsman service) this shall be referred to the Host Force and the Parties shall cooperate fully in dealing with such complaints and shall cooperate in responding to any enquiries made by an external regulatory body including the Local Government Ombudsman or the external auditor.
32.2 If any complaint is made in relation to the Head of NPoCC, this shall be referred to the Commissioner of the Host Force and the Commissioner of Police of the Host Force shall deal with such complaint in accordance with clause 8.3.2.
32.3 Any complains, other than in relation to grievances and discipline, shall be discussed with the Chair of the NPCC.
32.4 Any complaint that gives rise to a conduct matter or grievance proceedings shall be dealt with in accordance with clause 8.3.2 or clause 16 (as appropriate).
