Complaint Intake Process Sample Clauses

Complaint Intake Process. The District will develop complaint intake procedures for students, parents, and staff to ensure that allegations of racial harassment and other racial discrimination are promptly and accurately reported and recorded through the central data management system. The procedures will specify the multiple ways that individuals can report incidents of racial harassment and other racial discrimination (including, but not limited to, an oral or written report or complaint, through the central data management system, or to staff) and the procedures staff will use to receive and document complaints. The District will describe how staff will enter complaints into the central data management system, including requirements that: all discipline narratives should state the events with particularity, including verbatim slurs, threats, taunts, etc., rather than general statements; any incident involving alleged harassment or other discrimination must be properly categorized / coded as such; and for all incidents of harassment or discrimination based on a protected class, the protected class must be identified. The District will encourage complainants, for purposes of consistency and expediency, to use its preferred program, currently BRIM, for reporting whenever possible.
Sample 1
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Complaint Intake Process. The consultant shall intake complaints related to Fair Housing and Landlord/Tenant Disputes Monday through Friday during normal business (January 1, 2020 – December 31, 2021). This includes all of Trumbull County excluding the City of Niles. Please list the cost for Complaint Intake separately for Warren City and Trumbull County below as the City of Xxxxxx will contract with CLA directly for these services. The consultant shall have a toll-free number available to Trumbull County residents (and printed on all brochures) and a TDY line available for the hearing impaired. The consultant shall fill out an intake complaint form which will include the complainant’s name, address, city, state, zip code, date complaint was received, telephone number, and nature of complaint - either Fair Housing or Landlord/Tenant Dispute. The client will state their problem including all pertinent information as it relates to their housing issue. The consultant shall determine whether or not the complaint is a legitimate violation of the Fair Housing Act. Title VIII of the Civil Rights Act of 1968 (Fair Housing Act), as amended, prohibits discrimination in the sale, rental, and financing of dwellings, and in other housing-related transactions, based on race, color, national origin, religion, sex, familial status (including children under the age of 18 living with parents or legal custodians, pregnant women, and people securing custody of children under the age of 18), and handicap (disability) and/or the Ohio Revised Code Section 4112 which also includes military status and ancestry as additional protected classes. If appropriate, the consultant will assist the client in filling out the housing discrimination form required by the Ohio Civil Rights Commission (OCRC) and forward said form for processing. The consultant shall follow up with the OCRC Regional Office on behalf of the client to inquire on the status of said complaint until the OCRC closes said case. Cases not forwarded to OCRC will be followed up by consultant staff who shall consult with the client to seek a resolution regarding the case in order to close out said case. The selected consultant shall forward a copy of the complaint intake log along with a description of training or outreach activities conducted during the month with each invoice submitted for payment. Cost Proposal for the City of Xxxxxx $ 10,000.00 ( Ten Thousand dollars ) Cost Proposal for Trumbull County (excluding Niles City) $ 21,400.00 ( Twenty ...
Sample 1
Complaint Intake Process. The District will develop complaint intake procedures for students, parents, and staff to ensure that allegations of racial harassment are promptly and accurately reported through the central reporting system. The procedures will specify the multiple ways that individuals can report incidents of racial harassment (including, but not limited to, an oral or written report or complaint, through the central reporting system, or to staff) and the procedures staff will use to receive and document complaints. The District will describe how staff will enter complaints into the central reporting system.‌‌
Sample 1

Related to Complaint Intake Process

  • Complaints Process The School shall establish and adhere to a process for resolving public complaints which shall include an opportunity for complainants to be heard. The final administrative appeal shall be heard by the School's Governing Board, except where the complaint pertains to a possible violation of any law or term under this Contract. The complaints process shall be readily accessible from the School’s website, as described in Section 11.4.1.

  • Complaint Stage It is the mutual desire of the Parties that the complaints of employees shall be adjusted as quickly as possible. An employee who has a complaint must bring that complaint to the attention of the immediate Manager within five (5) working days of when the employee became or ought reasonably to have become aware of the occurrence that gave rise to the complaint. It is understood that no employee has a grievance until the immediate Manager has been given an opportunity to adjust the complaint and verbally reply, which shall be a maximum of three (3) working days from the presentation of the complaint.

  • Grievance Process (a) Either party, with the agreement of the other party, may submit a grievance to Grievance Mediation at any time within ten (10) working days after the Employer’s decision has been rendered at the step prior to arbitration. Where the matter is so referred, the mediation process shall take place before the matter is referred to Arbitrator. (b) Grievance Mediation shall be scheduled within twenty (20) working days of the grievance being submitted to mediation, or longer period as agreed by the parties. (c) No matter may be submitted to Grievance Mediation which has not been properly carried through the grievance procedure, provided that the parties may extend the time limits fixed in the grievance procedure. (d) The parties shall agree on a mediator. (e) Proceedings before the Mediator shall be informal. Accordingly, the rules of evidence will not apply, no record of the proceedings shall be made and legal counsel shall not be used by either party, unless otherwise mutually agreed. (f) If possible, an agreed statement of facts will be provided to the Mediator, and if possible, in advance of the Grievance Mediation Conference. (g) The Mediator will have the authority to meet separately with either party. (h) If no settlement is reached within five (5) working days following Grievance Mediation, the parties are free to submit the matter to Arbitration in accordance with the provisions of the collective agreement. In the event that a grievance which has been mediated subsequently proceeds to arbitration, no person serving as the Mediator may serve as an Arbitrator, unless otherwise mutually agreed. Nothing said or done by the mediator may be referred to Arbitration. (i) The Union and Employer will share the cost of the Mediator, if any.

  • Grievance Processing Union stewards or Union officials shall be permitted to have time off without loss of pay for the investigation and processing of grievances and arbitrations. Requests for such time off shall be made in advance and shall not be unreasonably denied. The Union will furnish the Employer with a list of Union stewards and their jurisdictions. The Union shall delineate the jurisdiction of Union stewards so that no xxxxxxx need travel between work locations or sub-divisions thereof while investigating grievances. Grievants shall be permitted to have time off without loss of pay for processing their grievances through the contractual grievance procedure, except that for class action grievances no more than three (3) grievants shall be granted such leave.

  • CENTRAL GRIEVANCE PROCESS The following process pertains exclusively to grievances on central matters that have been referred to the central process. In accordance with the School Boards Collective Bargaining Act central matters may also be grieved locally, in which case local grievance processes will apply.

  • 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:

  • Consultative Process This Agreement recognises a commitment of the parties to develop working arrangements which will bring success to the operations of the Company through the ability to implement flexible work arrangements to meet the requirements of customers and the personal, study or family commitments of employees.

  • Process a. The grievance shall be referred to one of the following arbitrators: i. Xxxx Xxxxx ii. Xxxxx Xxxxxx iii. Xxxxx Xxxxxxxx

  • Assistance in Litigation or Administrative Proceedings Covered Entity shall provide written notice to Business Associate if litigation or administrative proceeding is commenced against Covered Entity, its directors, officers, or employees, based on a claimed violation by Business Associate of HIPAA, the HIPAA Rules or other laws relating to security and privacy or PHI. Upon receipt of such notice and to the extent requested by Covered Entity, Business Associate shall, and shall cause its employees, Subcontractors, or agents assisting Business Associate in the performance of its obligations under the Contract to, assist Covered Entity in the defense of such litigation or proceedings. Business Associate shall, and shall cause its employees, Subcontractor’s and agents to, provide assistance, to Covered Entity, which may include testifying as a witness at such proceedings. Business Associate or any of its employees, Subcontractors or agents shall not be required to provide such assistance if Business Associate is a named adverse party.

  • Complaints Investigation The employee who complains of harassment under the provisions of the Human Rights Code must first comply with the Employer’s harassment policy procedures before filing a grievance or human rights complaint.

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