Complaint Processing. As part of the services hereunder, Reinsurer shall be responsible for the processing of all complaints involving the Reinsured Contracts, and maintaining adequate written records thereof including the name and address of the complainant, the date received, the nature of the complaint and the resolution. Reinsurer shall provide Ceding Company with such records on request. Reinsurer will communicate with Ceding Company concerning any Complaints that, in Reinsurer's good-faith judgment, appear to be likely to give rise to liability (provided, however, that Reinsurer shall not be liable for, and the indemnification responsibilities, outlined in Article 10, shall be unaffected by, Reinsurer's error of judgment). Ceding Company shall promptly notify Reinsurer of any Complaints it receives regarding the Reinsured Policies. Complaints for the purposes of this paragraph shall be defined as any written communication primarily expressing a grievance. If Reinsurer receives any notice from any source (including, but not limited to, a contractholder or regulatory agency) of a lawsuit or other legal or administrative hearing or proceeding being brought against Ceding Company and involving the Reinsured Contracts or the threat of any such lawsuit, hearing or proceeding ("Proceeding"), for which Reinsurer is entitled to indemnification by Ceding Company, Reinsurer will promptly forward to Ceding Company notice of the Proceeding and a copy of all legal documents, correspondence and other materials relevant thereto which Reinsurer reasonably has access to as required by Article 9 hereof, provided, however, that failure to give such notice shall not affect Ceding Company's obligations to indemnify Reinsurer unless such failure materially prejudices Ceding Company's rights with respect to such Proceeding. Reinsurer agrees to cooperate fully with Ceding Company in connection with the Proceeding.
Complaint Processing. STEP 1: Any complaint shall be discussed with the employee's immediate supervisor. If the issue is not resolved at the supervisor's level within fifteen (15) working days from the day of presentation, the issue may be processed to the second step. If the department head is the immediate supervisor, the complaint shall be in writing and contain the information specified in Step 2 below.
STEP 2: If the complaint is not resolved at Step 1 of this procedure, then the complaint may be filed with the appointing authority or designee. The complaint must be in writing and must be filed within twelve (12) days of the response from Step 1 or from the date when such response was due. The complaint must state: (1) the specific policy, ordinance, resolution, procedure, or agreement which is alleged to have been violated; (2) the statement of facts comprising the violation: (3) the requested remedy. The appointing authority, or designee shall have fifteen (15) working days in which to investigate the issues and respond in writing to the complaint. NOTE: If the immediate supervisor, in Step 1 of this process, is the appointing authority or designee, Step 2 may be bypassed; however, the complaint must be in writing as specified above.
STEP 3: Within twelve (12) days of the receipt of the written response or date when the written response was due from the appointing authority or designee, the employee or representative may file the complaint with the County Administrator or designee. The complaint must be in writing and contain the information specified in Step 2 above. The County Administrator or designee shall have twenty-five (25) days from receipt of the complaint in which to investigate the complaint and issue a written response.
STEP 4: Within twelve (12) days of receipt of the Step 3 response, or from the date when written response was due, the complaint may be filed, in writing and containing the information specified in Step 2 above, with the San Xxxxxxx County Board of Supervisors for resolution by means of a hearing, the time and date of which shall be set by mutual agreement of the parties involved.
Complaint Processing. A. The Agency agrees to carefully, justly, and expeditiously consider and adjudicate complaints of discrimination filed through the EEO administrative complaint process or the negotiated grievance procedure. The Agency and Local 572 agree to cooperate in attempting to bring about informal resolution of complaints.
B. Persons who allege discrimination or who participate in the presenting of such complaints will be free from restraint, interference, coercion, discrimination, or reprisal.
C. An employee may raise a complaint of discrimination through the Department’s EEO administrative complaint process or through the negotiated grievance procedure, but not both. An employee shall be deemed to have exercised this option when the matter that gave rise to the allegation of discrimination is made the subject of a timely filed grievance or formal EEO complaint, whichever event occurs first. Consultation with an EEO counselor pursuant to 29 C.F.R. 1613.213 does not constitute filing a formal EEO complaint.
D. Under the EEO administrative complaint process, a complainant has the right to be accompanied, represented, and advised by a representative of their choosing at any stage of the complaint process, except where there is a conflict of interest or position.
E. If any remedial or corrective actions are to be taken as the result of informal or formal resolution of EEO complaints filed under the EEO administrative complaint process, and such actions trigger an obligation to bargain, then, the Agency will fulfill its bargaining obligation under the Statute.
Complaint Processing. 1. The Title VI Coordinator will review the complaint upon receipt to ensure that all information is provided, the complaint meets the 180‐day filing deadline and falls within the area under the jurisdiction of the Town.
2. The Title VI Coordinator will then investigate the complaint. If the complaint is against the Town, then the Town Council or their designee will investigate the complaint. Additionally, a copy of the complaint will be forwarded to the Town Attorney.
3. If the complaint warrants a full investigation, the Complainant will be notified in writing by certified mail. This notice will name the investigator and/or investigating agency.
4. The party alleged to have acted in a discriminatory manner will also be notified by certified mail as of the complaint. This letter will also include the investigator’s name and will request that this party be available for an interview.
5. Any comments or recommendations from legal counsel will be reviewed by the Title VI Coordinator and Town Council or any other Town staff member that the Coordinator deems necessary to provide input into the resolution of the complaint.
6. Once the Town representative(s) have investigated the report findings, the Town will adopt a final resolution.
7. All parties will be properly notified of the outcome of the Town’s investigative report.
8. If the complainant is not satisfied with the results of the investigation of the alleged discriminatory practice(s), she/he shall be advised of their right to appeal the Town’s decision. Appeals must be filed within 180 days after the Town’s final resolution. Unless new facts not previously considered come to light, reconsideration of the Town’s determination will not be available.
9. The foregoing complaint resolution procedure will be implemented in accordance with the Department of Justice guidance manual entitled “Investigation Procedures Manual for the Investigation and Resolution of Complaints Alleging Violations of Title VI and Other Nondiscrimination Statues,” available online at:
10. Title VI Complaint Filing ‐ Complaints filed with Town of Thorntown, Indiana, based on violations of Title VI of the Civil Rights Act of 1964, must include the following information:
11. Alleged Discrimination ‐ If your complaint is in regard to discrimination in the delivery of services or discrimination that involved the treatment of you by others by the agency or department indicated above, please indicate below the basis on which you believe the...
Complaint Processing. 1. Written complaints
2. Oral complaints
Complaint Processing. 8D-Report
Complaint Processing. A complaint is justified when a supplied product fails to match SAF-HOLLAND-specific guidelines such as drawings, company standards or specifications, and/or fails to comply with legal regulations. After receiving a complaint from SAF-HOLLAND, the supplier must take immediate measures to correct the deficit and document it in an 8D-report. You will find the “8D-Report” form on the SAF-HOLLAND homepage under “SUPPLIERS”. The immediate corrective measures taken to resolve the issue must be reported to SAF- HOLLAND within 24 hours after having received the information of the error in a preliminary 8D- report (D1 – D3 completed). In the mid- to long-term, SAF-HOLLAND expects suitable remedial action to be taken, and the effectiveness of the measures implemented to be confirmed. The measures taken and the examination of their effectiveness form an essential part of a complete complaint process.
4.3.1 8D-Report
Complaint Processing. A. Any employee who files a complaint is free from coercion, interference and reprisal by the Agency and is entitled to expeditious processing of the complaint within the time limits prescribed by applicable EEOC regulation.
B. An employee has the option of filing a complaint under the negotiated grievance procedure or under the statutory EEO complaint procedure, but not both. Should the employee elect to file a grievance under the negotiated grievance procedure, they do not have an automatic right to an arbitration hearing since only the Union can invoke arbitration.
C. The CSOSA Alternative Dispute Resolution (ADR) Program is available for EEO complaints during both the pre-complaint counseling stage and the formal complaint process. The Parties recognize that ADR is a viable alternative that may not be appropriate in every situation.
D. The Agency will notify the Union of all remedial or corrective actions taken as the result of informal or formal resolution of EEO complaints which impact bargaining unit employees.
Complaint Processing. A. When first contacted by an aggrieved person, or very soon following initial contact (as prescribed by 29 C.F.R. Part 1614), the EEO counselor must inform the aggrieved person of the possible applicability of remedies.
B. The counselor will inform the aggrieved person of the requirement that he or she must choose one (not both) of the following processes:
1. A right to have his or her allegations of discrimination addressed in the negotiated grievance procedures of the collective bargaining agreement with a caution that the opportunity to raise allegations of discrimination will be lost if not raised in the grievance process.
2. A right to have his or her allegations of discrimination addressed under the EEO process.
C. The EEO Counselor is required to inform the aggrieved person that once he or she decides which forum he or she elected, the aggrieved person is precluded from using the other forum to address the same matter.
1. On EEO complaints which impact on bargaining unit employees, the Union shall be informed of all proposed remedies or corrective action to be taken as the result of an informal or formal complaint resolution.
2. When it has been determined that a complaint does not meet the EEO criteria, the complaint may be referred to the Union as a timely filed grievance, at the employee’s discretion.
Complaint Processing. A. When first contacted by an aggrieved person, or very soon following initial contact (as prescribed by 29 C.F.R. Part 1614), the EEO counselor must inform the aggrieved person of the possible applicability of remedies.
B. The counselor will inform the aggrieved person of the requirement that they must choose one (not both) of the following processes:
1. A right to have his or her allegations of discrimination addressed in the negotiated grievance procedure of the collective bargaining agreement with a caution that the opportunity to raise allegations of discrimination will be lost if not raised in the grievance process.
2. A right to have his or her allegations of discrimination addressed under the EEO process.
C. The EEO Counselor is required to inform the aggrieved person that once they elect a forum, the aggrieved person is precluded from using the other forum to address the same matter.
1. For EEO complaints impacting bargaining unit employees, the Union shall be informed of all proposed remedies or corrective action to be taken as the result of an informal or formal complaint resolution. Any Privacy Act information shall be removed.
2. If the EEO counselor is unsuccessful at resolving the complaint at the informal stage, they will give the employee written notice stating their right to file a formal complaint under the statutory EEO procedure or that they may discuss the situation with their Union representative. For purposes of a timely filing, the timeframe specified in the grievance article begins on the date that formal written notice is issued.
