Complaints Against Employees. All complaints to be included in the employee’s disciplinary file must be in writing. In the event a complaint or charge is made by the person or group, against any employee, the employee shall be given a copy of what is to be included in the employee’s file.
Complaints Against Employees. Any complaint against an employee that may lead to disciplinary action or that may be used in an evaluation shall be promptly called to the attention of the employee. An exception to this rule is made during the time of an active in-district investigation or during a criminal investigation by a law enforcement agency. No complaint against an employee may be used in disciplinary action or evaluation against that employee unless the complaint is discussed with the employee in a timely fashion.
Complaints Against Employees. Any complaints regarding an employee made to any member of the administration by any parent, student, or other person shall be promptly called to the attention of the employee. A complaint within the meaning of this article is an allegation that could adversely affect the employee's personal or professional reputation and could be serious enough to warrant administrative action.
Complaints Against Employees. 63.1 The General Manager or the General Manager’s delegate will consider and determine any complaints received against employees of the Council.
63.2 It is preferred that complaints against employees be in writing and this shall be encouraged. If the complainant is unwilling to do so, written notes of the verbal complaint can be made.
63.3 The person making a complaint shall be asked to identify themselves at the time the compliant is lodged. The person making a complaint shall be treated confidentially by the General Manager or the General Manager’s delegate. If the person does not identify themselves, the General Manager or the General Manager’s delegate will determine if the compliant needs to be investigated based upon the nature of the complaint.
63.4 All such complaints will be forwarded to the General Manager or the General Managers delegate who will investigate the matter and initiate appropriate action.
63.5 If there is a need for the General Manager to interview an employee in relation to the complaint, the employee will be advised in writing of the nature of the complaint and their right to a union representative (or to another employee) prior to the meeting.
Complaints Against Employees. 4.1 Any complaint against an employee to any member of the administration or School Board by a parent, legal guardian, student, or other adult person, which may be used in any manner in evaluating an employee, must be in writing and shall be investigated promptly. An employee shall be immediately notified upon receipt of a written complaint unless the matter is being investigated by legal authorities and release of the complaint would jeopardize the welfare of the child or the investigation. By the time the investigation is complete, an employee shall be given an opportunity to respond to the written complaint in order that the complaint may be rebutted. If the person making the complaint refuses to set the complaint in writing and participate in this procedure, any and all references to the complaint shall be dropped. An employee shall acknowledge that he/she has had the opportunity to review such complaint by signing the copy to be filed. The signature does not necessarily denote agreement with the contents thereof. An employee shall also have the right to submit a written answer to such material and his/her answer shall be reviewed by the Superintendent or the Superintendent's designee and attached to all copies. Unsubstantiated complaints shall not remain in an employee's file subsequent to the investigation.
Complaints Against Employees. A complaint related to a specific employee that might lead to disciplinary action shall be made known to the employee promptly. The Principal (if requested) shall attempt to arrange and document a parent- employee or parent-employee-Principal conference. If the complaint is to become a matter of record, it must be reduced to writing by the complainant or the Administrator who investigates the complaint and a copy provided to the employee. The employee may attach a response to the record, including any other relevant information.
Complaints Against Employees. Any complaint against an employee that may lead to disciplinary action shall be communicated to the affected employee by written notice within five working days. No complaint against an employee may be used in a disciplinary action against that employee unless the complaint was discussed and documented in writing with the employee within five working days. The identity of the complainant must be disclosed to the employee if disciplinary action is taken.
Complaints Against Employees. The Employer hereby affirms that it will be its policy for the duration of this Agreement to make every reasonable effort to ensure that any complaint, other than one which alleges criminal behaviour, from a person other than an employee of the Department, against any employee, of a nature which could result in suspension, dismissal, demotion or legal action against the employee concerned, shall be made in writing to the Employer or to the Chief Constable and shall be signed by the complainant setting forth the grounds for the complaint. In every instance where a complaint of the above nature is received, regardless of the form in which it is received, a copy of such complaint or a statement outlining the complaint, and any other documents which lead to a decision to investigate the complaint, shall be submitted to the employee concerned forthwith. No disciplinary proceedings shall be instituted solely on the basis of an unsigned complaint. In any Employer hearing resulting from any of the aforementioned complaints the employee concerned may elect to be represented by legal counsel.
Complaints Against Employees. Any formal complaint against any employee that may lead to disciplinary action shall be promptly called to the attention of the employee. Prior to any disciplinary proceeding or action the employee shall have the right to confer with the appropriate administrative officer and present his/her position. No complaint against an employee may be used in a disciplinary action against that employee unless the complaint was discussed with the employee in a timely fashion.
Complaints Against Employees. 13.11.1 Criticisms shall be conducted in a private conference.
13.11.2 An administrator receiving a formal complaint, which may lead to disciplinary action against any employee under his/her supervision, shall notify the employee of said complaint in writing within ten days.
13.11.3 All information forming the basis for disciplinary action shall be made available to the employee.
13.11.4 Material that may, as a result of any proven complaint, be entered into a unit member's personnel file, shall be processed in accordance with Section 13.10.1.
13.11.5 In the event of a complaint or charges of a derogatory nature which is ultimately not proven, no record shall be kept.
13.11.6 When charges and complaints are made directly to the Board, it shall in turn direct the Superintendent to notify the employee(s) of such charge or complaint. The Superintendent shall investigate the complaint and report the results to the Board of Education with a recommendation. Prior to taking any action adverse to the employee's interests, the Board shall afford such employee(s) an opportunity to discuss the matter directly with the Board.
