Common use of Complaints and Records Audit Clause in Contracts

Complaints and Records Audit. 1. A grievance may only be filed when the complainant alleges that an administrative or procedural error, whether intentional or not, was committed, or that a rule, law, and/or regulation was violated during the course of the Merit Placement action, including Prohibited Personnel Practices and Equal Employment Opportunity violations, that may have denied the applicant an opportunity to be fully considered for the advertised position. The mere act of not being selected from a properly certified register is not enough grounds for a grievance. 2. Candidates for vacancies may file a grievance IAW Article 12. Only on-board employees may use the grievance procedure. 3. Upon request, pursuant to a grievance filed by an employee, the Union will be permitted to conduct audits of selection packages. The Agency shall make the entire selection packet available to the Union no later than seven (7) days after a Union request or a grievance filing. 4. The entire selection packet will consist of: a. The original vacancy announcement; b. All documents submitted by each individual applicant, regardless of whether they were qualified for the position or not, to the Agency through the approved job application (e.g., USA Jobs) in support of their candidacy. This include a copy of whatever screening questions were asked during the application process as well as the applicant’s answers; c. The certificate of eligibles (XXX) provided to the interviewing and selecting official(s); d. All documents generated during candidate interviews IAW Section 15.7; e. If points or other scoring criteria were used as part or as the sole criteria for selecting an applicant, the Agency shall provide an explanation of the methodology used; and, 5. The Union will then have seven (7) days to review the packet to determine whether a violation may exist and will notify the employee as to whether a complaint may be pursued. Processes and results are strictly confidential, and the Union may be held liable for revealing restricted information. When the Union finds that there are grounds for a complaint, the procedures of Section 12.6 will apply.

Complaints and Records Audit. 1. A The mere act of not being selected from a properly certified register is not enough grounds for a grievance. Area 1 candidates may file a grievance may only be filed IAW Article 12 when the complainant alleges that an administrative or procedural error, whether intentional or not, was committed, or that a rule, law, and/or regulation was violated during the course of the Merit Placement placement action, including Prohibited Personnel Practices and Equal Employment Opportunity violations, that may have denied the applicant an opportunity to be fully considered for the advertised position. The mere act of not being selected from a properly certified register is not enough grounds for a grievance. 2. Candidates for vacancies may file a grievance IAW Article 12. Only on-board employees may use the grievance procedure. 3. Upon request, or pursuant to a grievance filed by or on behalf of an employee, the Union will be permitted to conduct audits of selection packages. The Agency shall make the entire selection packet available to the Union no later than seven fifteen (715) days after a Union request or a grievance filing. 43. The entire selection packet will required IAW Paragraph 2 shall consist of: a. The original vacancy announcement; b. All documents submitted by each individual applicant, regardless applicant on the Certificate of whether they were qualified for the position or not, Eligibles (XXX) to the Agency through the approved job application platform (e.g., USA Jobs) in support of their candidacy. This include includes a copy of whatever screening questions were asked during the application process as well as the applicant’s answers; c. The certificate of eligibles (XXX) XXX provided to the interviewing and selecting official(s); d. All documents generated during candidate interviews IAW Section 15.715.6; e. If points or other scoring criteria were used as part or as the sole criteria for selecting an applicant, the Agency shall provide an explanation of the methodology used; and, 5f. Area 1 non-selection justification IAW Section 15.5. 4. The Union will then have seven (7) days be allowed to review the packet to determine compliance with this Article and whether a violation may exist and will notify the employee as to whether a complaint may be pursuedexist. Processes and results are strictly confidential, and the Union may be held liable for revealing restricted information. When the Union finds that there are grounds for a complaint, the procedures of Section 12.6 12.4 (Union or Employee Grievance Procedures) will apply.

Complaints and Records Audit. 1. A grievance may only be filed when the complainant alleges that an administrative or procedural error, whether intentional or not, was committed, or that a rule, law, and/or regulation was violated during the course of the Merit Placement action, including Prohibited Personnel Practices and Equal Employment Opportunity violations, that may have denied the applicant an opportunity to be fully considered for the advertised position. The mere act of not being selected from a properly certified register is not enough grounds for a grievance. 2. Candidates for vacancies may file a grievance IAW Article 12. Only on-board employees may use the grievance procedure. 3. Upon request, request or pursuant to a grievance filed by an employee, the Union will be permitted to conduct audits of selection packages. The Agency shall make the entire selection packet available to the Union no later than seven fourteen (714) days after a Union request or a grievance filing. 4. The entire selection packet will consist of: a. The original vacancy announcement; b. All documents submitted by each individual applicant, regardless of whether they were qualified for the position or not, applicant to the Agency through the approved job application portal (e.g., USA Jobs) ), regardless of whether the individual was qualified for the position or not, in support of their candidacy. This include a copy of whatever screening questions were asked during the application process as well as the applicant’s answers; c. The certificate of eligibles (XXX) provided to the interviewing and selecting Interviewing, Nominating, and/or Selecting official(s); d. All documents generated during candidate interviews IAW Section 15.7;; and, e. If points or other scoring criteria were used as part or as the sole criteria for selecting an applicant, the Agency shall provide an explanation of the methodology used; and,. 5. The Union will then have seven fourteen (714) days to review the packet to determine whether a violation may exist and (if applicable) will notify the employee as to whether a complaint may be pursued. Processes and results are strictly confidential, and the Union may be held liable for revealing restricted information. When the Union finds that there are grounds for a complaint, the procedures of Section 12.6 will apply.

Complaints and Records Audit. 1. A The mere act of not being selected from a properly certified register is not enough grounds for a grievance. Area 1 candidates may file a grievance may only be filed IAW Article 12 when the complainant alleges that an administrative or procedural error, whether intentional or not, was committed, or that a rule, law, and/or regulation was violated during the course of the Merit Placement placement action, including Prohibited Personnel Practices and Equal Employment Opportunity violations, that may have denied the applicant an opportunity to be fully considered for the advertised position. The mere act of not being selected from a properly certified register is not enough grounds for a grievance. 2. Candidates for vacancies may file a grievance IAW Article 12. Only on-board employees may use the grievance procedure. 3. Upon request, or pursuant to a grievance filed by or on behalf of an employee, the Union will be permitted to conduct audits of selection packages. The Agency shall make the entire selection packet available to the Union no later than seven fifteen (715) days after a Union request or a grievance filing. 43. The entire selection packet will required IAW Paragraph 2 shall consist of: a. The original vacancy announcement; b. All documents submitted by each individual applicant, regardless applicant on the Certificate of whether they were qualified for the position or not, Eligibles (XXX) to the Agency through the approved job application platform (e.g., USA Jobs) in support of their candidacy. This include includes a copy of whatever screening questions were asked during the application process as well as the applicant’s answers; c. The certificate of eligibles (XXX) XXX provided to the interviewing and selecting official(s); d. All documents generated during candidate interviews IAW Section 15.715.6; e. If points or other scoring criteria were used as part or as the sole criteria for selecting an applicant, the Agency shall provide an explanation of the methodology used; and, 5f. Area 1 non-selection justification IAW Section 15.5. 4. The Union will then have seven (7) days be allowed to review the packet to determine compliance with this Article and whether a violation may exist and will notify the employee as to whether a complaint may be pursuedexist. Processes and results are strictly confidential, and the Union may be held liable for revealing restricted information. When the Union finds that there are grounds for a complaint, the procedures of Section 12.6 12.4 (Union or Employee Grievance Procedures) will apply. Article 16 Environmental Differential and Hazardous Duty Pay (EDP & HDP)