Complaint Sample Clauses

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. During the performance of Services any deficiencies must be submitted in writing to the party providing the Services. If documentary evidence clearly shows that a party receiving the Service was aware of a deficiency in the Service or should have been aware of the deficiency in the Service exercising a highly professional standard of care, and that party fails to inform the other party within two weeks of becoming aware, the party receiving the Service cannot assert any claims or other rights against the other party resulting from the deficiency in the Service prior to notification, but the party receiving the Service can require the other party to correct the deficiency in the Service without undue delay. The party rendering the Service must correct the deficiency at its expense.

Complaint. A complaint is any potentially credible verbal or written allegation by an identifiable author that a unit member has violated District policy to the complainant’s detriment, for which the complainant seeks a remedy. A non-credible complaint is one which the receiving administrator determines does not require further inquiry because the administrator found the complainant not credible, or that the allegations are frivolous or too trivial or minor to merit District inquiry, such that there is no need to address the allegations with the accused faculty member.