Complaint Procedure and Investigation Sample Clauses

Complaint Procedure and Investigation. Any employee who wishes to report a possible incident of sexual harassment or other unlawful harassment or discrimination should promptly report the matter to a member of the management team. MyVRSpot will conduct a prompt investigation as confidentially as possible under the circumstances. Employees who raise concerns and make reports in good faith can do so without fear of reprisal; at the same time employees have an obligation to cooperate with MyVRSpot in enforcing this policy and investigating and remedying complaints. Any employee who becomes aware of possible sexual harassment or other illegal discrimination against others should promptly advise a member of the management team. Anyone found to have engaged in such wrongful behavior will be subject to appropriate discipline, which may include termination. Anyone found to have falsely accused another of harassment, particularly sexual harassment, will be subject to appropriate discipline, which may include termination. - Vendor Certifications o Not applicable TAB 5
Sample 1
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Complaint Procedure and Investigation. If an employee believes that he or she has been the victim of unlawful harassment, the employee should immediately make a verbal or written complaint to his or her immediate supervisor or HR Representative. If the employee is uncomfortable with reporting a complaint to his or her immediate supervisor or HR Representative, the employee may report the complaint to any other supervisor. In all cases, an employee making a complaint of harassment is permitted to by-pass the person perpetrating the harassment in the complaint procedure. The District will conduct an investigation of the employee’s complaint, and the matter will be kept confidential to the extent possible. An individual will not be retaliated against for making a report under the anti-harassment policy or for participating in a harassment investigation. The District will take prompt corrective action against an employee who is found to have participated in sexual, racial or other forms of prohibited harassment. Violators of this policy will be subject to discipline, up to and including termination.
Sample 1
Complaint Procedure and Investigation. Any employee who wishes to report a possible incident of sexual harassment or other unlawful harassment or discrimination should promptly report the matter to their manager. If that person is not available, or you believe it would be inappropriate to contact that person, contact Zen Massage® Corporate at 000- 000-0000. Zen Massage® will conduct a prompt investigation as confidentially as possible under the circumstances. Employees who raise concerns and make reports in good faith can do so without fear of reprisal; at the same time employees have an obligation to cooperate withZen Massage®in enforcing this policy, investigating complaints and rectifying the situation. Any employee who becomes aware of possible sexual harassment or other illegal discrimination against others should promptly advise your manager or any other appropriate member of management. Anyone found to have engaged in such wrongful behavior will be subject to appropriate discipline, which may include termination.
Sample 1

Related to Complaint Procedure and Investigation

  • COMPLAINTS AND INVESTIGATIONS 1. This article applies to complaints or allegations made externally and not from normal supervisory activities.

  • 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:

  • AUDITS AND INVESTIGATIONS 27.1 Each invoice paid by UNDP shall be subject to a post-payment audit by auditors, whether internal or external, of UNDP or by other authorized and qualified agents of UNDP at any time during the term of the Contract and for a period of three (3) years following the expiration or prior termination of the Contract.

  • Search, Enquiry, Investigation, Examination And Verification a. The Property is sold on an “as is where is basis” subject to all the necessary inspection, search (including but not limited to the status of title), enquiry (including but not limited to the terms of consent to transfer and/or assignment and outstanding charges), investigation, examination and verification of which the Purchaser is already advised to conduct prior to the auction and which the Purchaser warrants to the Assignee has been conducted by the Purchaser’s independent legal advisors at the time of execution of the Memorandum.

  • Cooperation with Investigations You agree to cooperate with us in the investigation of unusual transactions, poor quality transmissions, and resolution of customer claims, including by providing, upon request and without further cost, any originals or copies of items deposited through the Service in your possession and your records relating to such items and transmissions.

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

  • BACKGROUND INVESTIGATION The BOARD is prohibited from knowingly employing a person who has been convicted of committing or attempting to commit certain criminal offenses. If the required criminal background investigation is not completed at the time this Contract is signed, and the subsequent investigation report reveals that there has been a prohibited conviction, this Contract shall immediately become null and void.

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

  • Background Investigations OSC policy requires that background investigations be conducted on Contractor Staff who will have access to OSC’s IT systems, access to OSC confidential information/data, or routine access to any OSC facility. For purposes of this policy, “routine access” is defined as access to an OSC facility for five consecutive business days or 10 business days over the annual term of the engagement. Accordingly, with the signing of this Agreement, the Contractor certifies that it has or will conduct a background investigation on Staff to whom the policy applies within the 12 months prior to the Staff commencing Services under this Agreement. The Contractor agrees to undertake a background investigation of any new/replacement Staff during the term of the Agreement. At a minimum, background investigations shall include a review/evaluation of the following: • identity verification, including Social Security Number search; • employment eligibility, including verification of U.S. citizenship or legal immigration status where appropriate; • criminal history/court records (Federal, State and local for the past five years); • work experience/history for the past five years; • pertinent skills, qualifications, and education/professional credentials; and • references. The Contractor must obtain the consent of its Staff to allow OSC, upon request: (i) to review the background investigation records, including all supporting documentation, and (ii) to conduct its own background investigation. Only Staff who have passed the background investigation, and provided such consent shall be assigned to provide Services to OSC under this Agreement. During the term of the Agreement, and in accordance with Appendix A (Section 10, Records), the Contractor must maintain records related to the background investigations performed.

  • Institution and Investigator acknowledge that SPONSOR has no obligation to indemnify or be responsible for any loss, claim, cost (including reasonable attorney fees) or demand if and to the extent such losses, claims or demands arise from any injuries or damages resulting from Institution’s, Investigator’s or the Study Personnel’s negligence, breach of this Agreement, failure to adhere to the Protocol, failure to obtain signed informed consent forms, failure to follow Applicable Law, misuse of the Study Drug, unauthorized warranties, or willful misconduct. This indemnification obligation is without prejudice to the precedence of insurance coverage from compulsory clinical trial insurance. 12.3. Zdravotnické zařízení a zkoušející berou na vědomí, že ZADAVATEL nevyplatí žádné odškodnění ani není odpovědný za žádné ztráty, náklady, spory (včetně přiměřených nákladů na právní pomoc) či nároky v souvislosti s újmou či škodou, ke kterým došlo v důsledku nedbalosti na straně zdravotnického zařízení, zkoušejícího a/nebo členů týmu provádějícího klinické hodnocení a/nebo v důsledku toho, že zdravotnické zařízení, zkoušející a/nebo některý člen týmu provádějícího klinické hodnocení porušili ustanovení této smlouvy, porušili ustanovení protokolu, nenechali subjekt hodnocení podepsat informovaný souhlas, porušili ustanovení platných zákonů, chybným způsobem použili studijní léčivo ZADAVATELe, způsobili škodu úmyslným zaviněním a/nebo poskytli neoprávněné záruky. Touto povinností odškodnění není dotčeno přednostní pojistné krytí z povinného pojištění klinického hodnocení.

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