Complaint Step Sample Clauses

Complaint Step. The Parties to this Agreement share a desire to adjust employee complaints as quickly as possible. An employee shall discuss his/her complaint with his/her immediate supervisor within ten (10) days of the occurrence giving rise to the complaint, where possible, so as to afford the supervisor an opportunity to resolve the complaint. The employee may be accompanied by a representative of the Union when the complaint is being discussed with the supervisor. In the case of complaints concerning harassment or discrimination, an employee shall discuss his/her complaint with Human Rights and Employment Equity. The employee may be accompanied by a representative of the Union when the complaint is being discussed with Human Rights and Employment Equity.
Sample 1Sample 2Sample 3See All (11)
Complaint Step. The Parties to this Agreement share a desire to adjust employee complaints as quickly as possible. An employee shall discuss his/her complaint w ith his/her immediate supervisor w ithin f ive (5) days of the occurrence giving rise to the complaint, w here possible, so as to afford the supervisor an opportunity to resolve the complaint. The employee may be accompanied by a represent ative of the Union w hen the complaint is being discussed w ith the supervisor. In the case of complaints concerning harassment or discriminat ion, an employee shall discuss his/her complaint w ith his/her Manager or supervisor. The employee may be accompanied by a representative of the Union w hen the complaint is being discussed.
Sample 1Sample 2
Complaint Step. With the exception of a grievance that may be submitted directly at Step 2 as provided for in this Agreement, no grievance shall be deemed to exist unless the matter has been discussed by the Employee, accompanied by a Union Xxxxxxx, and the Employee's supervisor, who may be accompanied by another supervisor, at a time to be set by the supervisor. This discussion shall be requested by the Employee or a Union Xxxxxxx no later than fifteen (15) working days after the Employee became aware, or reasonably ought to have been aware, of the circumstances giving rise to the complaint. By agreement of those present, additional Article 8.02 meetings may be scheduled. The supervisor’s reply shall be given to the Employee and the Union Xxxxxxx no later than five (5) working days following the last discussion.
Sample 1Sample 2
Complaint Step. An employee who considers he/she has a grievance, shall first discuss it with his/her immediate supervisor. Failing a satisfactory response from his/her supervisor, within two (2) working days or agreed to extension, the grievor shall proceed to Step I. Any decision reached at this step will be without precedent or prejudice.
Sample 1
Complaint Step. The employee must, but within ten working days of the act or omission which is the reason for the complaint being made, or ten working days from the time the act or omission ought to have reasonably come to the attention of the employee, verbally present the complaint to his/her immediate non-union supervisor identifying it as one under the Complaint Step of the grievance procedure. At the employee’s discretion, a Union Representative may be present at this meeting. It is understood that an employee has no grievance until he/she has given his/her immediate non-union supervisor an opportunity to resolve the complaint. The immediate non-union supervisor must give his/her response in writing within five working days of the meeting.
Sample 1
Complaint Step. With the exception of a grievance that may be submitted directly at Step 2 as provided for in this Article, no grievance shall be deemed to exist unless the matter has been discussed first by the employee and the employee’s Supervisor. This discussion shall be requested by the employee no later than 10 working days after the employee became aware, or ought to have been aware of the circumstances giving rise 11.03 Step 1: If the grievance is not settled as provided for in 11.02 above it shall be set forth in writing, signed by the grievor and a Union Xxxxxxx and given to the employee’s Supervisor. The written grievance shall be submitted no later than 2 working days following receipt of the employee’s Supervisors’ reply as provided for in 11.02 above and shall contain details of the grievance, the specific provision(s) or interpretation of the Agreement allegedly violated and the relief sought. A Step 1 meeting shall be scheduled within 5 working days of the filing of the Step 1 grievance. The meeting shall be between the employee, the Union Xxxxxxx, the employee’s Supervisor and
Sample 1
Complaint Step. The employee must, but within ten (10) working days of the act or omission which is the reason for the complaint being made, or ten (10) working days from the time of the act or the omission ought to have reasonably come to the attention of the employee, verbally present the complaint to the employee’s supervisor or in their absence, a management official identifying it as one under the Complaint Step of the grievance procedure. At the employee’s discretion, a Union Representative may be present at this meeting. It is understood that an employee cannot advance the complaint to Step 1 of the grievance procedure until the employee’s supervisor or in their absence, a management official, has had an opportunity to resolve the complaint. If the complaint is not resolved, the employee’s supervisor or in their absence a management official will respond in writing within five (5) working days of the complaint being raised.
Sample 1
Complaint Step. The Employee shall first notify and discuss with the Manager their concern. It is understood that any resolution at this step is without precedent or prejudice. Failing resolution of the matter within three (3) working days of the verbal response from the Manager, the employee may submit a written grievance, which is to be processed as follows:
Sample 1
Complaint Step. With the exception of a grievance that may be submitted directly at Step 2 as provided for in this Article, no grievance shall be deemed to exist unless the matter has been discussed first by the employee and the employee’s
Sample 1

Related to Complaint Step

  • NEXT STEPS If you disagree with my findings you may request a hearing to appeal the decision by contacting me using the details provided.

  • 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.

  • Informal Step As an informal step, the employee is encouraged to make an xxxxxxx effort to resolve the grievance directly with the management person to whom he reports. At his option, the employee may be accompanied by the Shop Xxxxxxx for the department in which the employee works.

  • Omitting Steps a. Nothing in this Collective Agreement shall prevent the parties from mutually agreeing to refer a grievance to a higher step in the grievance procedure. b. Grievances of general application may be referred by the local, BCTF, the employer or BCPSEA directly to Step Three of the grievance procedure.

  • First Step If a dispute cannot be resolved by this method, the Accredited Union Representative may file a formal grievance on the prescribed form with EPSCA/the Employer within fifteen (15) working days of the alleged grievous act. Within ten (10) working days of the filing of the grievance, EPSCA/the Employer shall investigate the grievance and convene a First Step meeting which he or the Accredited Union Representative considers necessary to resolve it. The Management Committee shall be comprised of EPSCA or their designate plus at least one representative of the Employer named in the grievance. The Union Committee shall include at least two persons, one of whom shall be the Accredited Union Representative for the grievor. EPSCA/the Employer shall give his reply on the prescribed form to the Accredited Union Representative within five (5) working days from the date of the First Step meeting. Copies of completed grievance forms signed by the appropriate parties shall be filed by EPSCA/the Employer with the General Manager of EPSCA. The Accredited Union Representative for the grievor will file a copy with the Union. The EPSCA/the Employer will send a copy of any signed first step grievance settlement between the Accredited Union Representative and EPSCA/the Employer to the Union and EPSCA office.

  • 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.

  • Third Step In the event a grievance has not been satisfactorily resolved at the second step, the aggrieved teacher shall file, within five (5) school days of the principal’s written decision at the second step, a copy of the grievance with the Superintendent. Within ten (10) school days after such written grievance is filed, the aggrieved and the Superintendent or his/her designee shall meet to resolve the grievance. The Superintendent or his/her designee shall file an answer within ten (10) school days of the third step grievance meeting and communicate it in writing to the teacher and the principal.

  • Legal Action If you are dissatisfied with the determination of your claim, and have complied with applicable state and federal law, you are entitled to seek judicial review. This review will take place in an appropriate court of law. Under state law, you may not begin court proceedings prior to the expiration of sixty (60) days after the date you filed your claim. In no event may legal action be taken against us later than three (3) years from the date you were required to file the claim. For members covered by a group (employer sponsored) health plan, your plan may be subject to the Employee Retirement Income Security Act of 1974 (ERISA), as amended. Under federal law, if your plan is subject to ERISA you may have the right to bring legal action under section 502(a) of ERISA after you have exhausted all appeals available under the plan. That means, for both medical and administrative appeals, federal law requires that you pursue a final decision from the plan, prior to filing suit under section 502(a) of ERISA. For a medical appeal, that final decision is the determination of the appeal. You are not required to submit your claim to external review prior to filing a suit under section 502(a) of ERISA. Consult your employer to determine whether this applies to you and what your rights and obligations may be. If you are dissatisfied with the decision on your claim, and have complied with applicable state and federal law, you are entitled to seek judicial review. This review will take place in an appropriate court of law.

  • Grievance Steps Prior to initiating a formal written grievance pursuant to this Article, an employee or PEF is encouraged to resolve disputes subject to this Article informally with the appropriate immediate supervisor. (a) Step One: The employee or PEF shall present the grievance to the facility or institution head or a designated representative not later than 30 calendar days after the date on which the act or omission giving rise to the grievance occurred. The facility or institution head or designated representative shall meet with the employee or PEF and shall issue a short plain written statement of reasons for the decision to the employee or PEF not later than 20 working days following the receipt of the grievance. (b) Step Two: An appeal from an unsatisfactory decision at Step 1 shall be filed by the employee or PEF, on forms to be provided by the State, with the agency or department head or the designee within 10 working days of the receipt of the Step 1 decision. Such appeal shall be in writing and shall include a copy of the grievance filed at Step 1, a copy of the Step 1 decision and a short plain written statement of the reasons for disagreement with the Step 1 decision. The agency or department head or a designee shall meet with the employee or PEF for a review of the grievance and shall issue a short, plain written statement of reasons for the decision to the employee and to the President of PEF or the President’s designee no later than 20 working days following receipt of the Step 1 appeal. (c) Step Three: An appeal from an unsatisfactory decision at Step 2 shall be filed by PEF through its President or the President’s designee, on forms to be provided by the State with the Director of the Governor’s Office of Employee Relations, or the Director’s designee, within 30 working days of the receipt of the Step 2 decision. Such appeal shall be in writing, and shall include a copy of the grievance filed at Step 1, and a copy of all prior decisions and appeals, and a short, plain written statement of the reasons for disagreement with the Step 2 decision. The Director of the Governor’s Office of Employee Relations, or the Director’s designee, shall issue a short, plain written statement of reasons for the decision within 30 working days after receipt of the appeal. A copy of said written decision shall be forwarded to the President of PEF, or the President’s designee. (d) Step Four: Arbitration: (1) Contract grievances which are appealable to arbitration pursuant to the terms of this Article may be appealed to arbitration by PEF, by its President or the President’s designee, by filing a demand for arbitration upon the Director of the Governor’s Office of Employee Relations within 15 working days of the receipt of the Step 3 decision. If the Step 3 decision has not been issued within the time period for the issuance of such decision, a demand for arbitration may be filed by the President of PEF or the President’s designee at any time after expiration of the time period established for the issuance of the Step 3 decision, except that in no case may a demand for arbitration be filed later than 15 working days after receipt of the Step 3 decision. (2) The demand for arbitration shall identify the grievance, the department or agency involved, the employee or employees involved, and the specific term or provision of the Agreement alleged to have been violated. (3) Within a reasonable time after the effective date of this Agreement, the Director of the Governor’s Office of Employee Relations and the President of PEF, or their designees, shall meet to agree upon a panel of arbitrators selected from lists submitted by the parties. The composition of the panel of arbitrators shall be agreed to by the State and PEF and such panel shall serve for the term of this Agreement. After receipt of the demand for arbitration, the parties shall meet to select an arbitrator from this panel. The essential method of selection of the arbitrator for a particular case shall be by agreement and, if the parties are unable to agree, the arbitrator shall be assigned from this panel on a rotating basis. Initial assignment for rotation shall be determined by lot. (4) Arbitrators shall have no power to add to, subtract from or modify the terms or provisions of this Agreement. They shall confine their decision and award solely to the application and/or interpretation of this Agreement. The decision and award of the arbitrator shall be final and binding consistent with the provisions of CPLR Article 75. (5) Arbitrators shall confine themselves to the precise issue or issues submitted for arbitration and shall have no authority to determine any other issues not so submitted to them nor shall they make observations or declarations of opinion which are not essential in reaching the determination. (6) All fees and expenses of the arbitrator shall be divided equally between parties. Each party shall bear the cost of preparing and presenting its own case. (7) Any party requesting a transcript at an arbitration hearing may provide for one at its expense and, in such event, shall provide a copy to the arbitrator and the other party without cost. (a) The arbitration hearing shall be held within 60 working days after receipt of the demand for arbitration or as soon thereafter as is practicable. (b) The arbitration decision and award shall be issued within 30 calendar days after the hearing is closed by the arbitrator.

  • Action Steps State scope of practice laws can allow for broad, unre- stricted CPAs between pharmacists and other providers. To build and strengthen collaborative practices, phar- macists can use the following strategies, which were proposed by the APhA Foundation’s expert group: Use simple, understandable terms to describe the patient care services that pharmacists can provide. Educate other health care professionals about the value of including pharmacists on health care teams. Encourage other health professional organizations to work together when proposing changes to scope of practice laws. Set up or participate in interprofessional committees to discuss how scope of practice laws can expand the role of pharmacists and other health professionals in team-based care. Talk with local health care providers about entering into CPAs. Talk with payers about using viable business models to support pharmacists’ patient care services. Share appropriate health information with providers through the use of EHRs. Show relevant stakeholders the value of aligning incentives and reimbursement for all health care team members involved in patient care to improve health and decrease costs. Expanding and promoting pharmacists’ patient care services at the local level can help key stakeholders understand the value of CPAs. Patients, doctors, and other health care pro- viders can share their positive experiences with pharmacists to affirm and promote the value that pharmacists bring to the health care system. They can also champion policies that support collaborative practices.