COMPLAINTS CONCERNING EMPLOYEES Sample Clauses

COMPLAINTS CONCERNING EMPLOYEES. 37.1 A parent, guardian of a pupil, or any person who makes a complaint to the District concerning a bargaining unit member shall abide by the provisions of board policy 4215.5.
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COMPLAINTS CONCERNING EMPLOYEES. Any difficulty or complaint concerning an employee which is to become a matter of record shall be discussed by a District representative with that employee before it is placed in the District's personnel file on that employee. An employee shall sign said material, which shall serve as acknowledgment that the matter has been reviewed, but does not signify agreement.
Sample 1
COMPLAINTS CONCERNING EMPLOYEES. A. Procedure 1. If a verbal concern or signed written complaint is received alleging that an employee has sexually harassed a student, employee, or other person while in the performance of the employee’s duties, then the complaint shall be handled pursuant to the procedure outlined in Article XXII of this Agreement. 2. When a verbal concern or signed written complaint concerning an employee is received, the person receiving the concern or complaint should refer the complainant to the employee involved. All reasonable effort should be made to verbally resolve the concern or complaint within three (3) business days. The complainant may elect to have an appropriate school administrator and/or representative present while meeting with the employee to discuss the concern or complaint. However, if the concern or complaint alleges a violation of board policy, local, state or federal law or raises an issue of safety, then the concern or complaint shall be submitted to the employee’s supervisor, who shall immediately contact the employee involved. The Complaint procedure shall cease, and the Disciplinary procedure shall be followed. 3. If not resolved at the initial level (Item 2, above), the complainant may submit the concern or complaint to the employee’s supervisor; however, the concern or complaint must be put in writing. The supervisor will notify the employee of the written complaint and attempt to resolve the complaint within three (3) business days. 4. No action against an employee concerning the signed written complaint shall be taken without the following procedure being followed: a. If requested by the complainant or the employee, a meeting involving the employee, supervisor and complainant will be arranged at a mutually convenient time to discuss the complaint. This meeting is to occur within five (5) business days after the complaint is made. The parties, however, recognize that they cannot do anything to compel a complainant who is outside the jurisdiction of the Xxxxxx County Career Center’s Board of Education to attend such a meeting. If the complainant refuses to meet, the complaint is considered resolved and will not become a part of the employee’s personnel record, unless required by law or Board policy. b. If the complaint is unresolved to the complainant or employee’s satisfaction, it may be appealed to the Director and acted upon within seven (7) business days after the Director’s receipt of the complaint. c. If the complaint is still unresolv...
Sample 1
COMPLAINTS CONCERNING EMPLOYEES. A. Complaints 1. Complaints against employees shall be resolved through the District complaint policies and procedures. 2. The District shall not utilize a complaint by a parent, student or other involved person in any manner which might affect the evaluation of an employee without first providing the following rights: a. The complaint must be in writing and provided to the employee. b. During the preliminary investigation, the principal/supervisor shall hold a conference with the employee and complainant in an attempt to resolve the complaint to the satisfaction of the person(s) involved. c. The employee has the right of CSEA representation in any meeting with the complainant and/or the supervisor. d. The employee has a right to respond in writing to the complaint. e. Information in such a complaint shall not be included in the evaluation if it is subsequently proved to be untrue. 3. Employees are required to maintain confidentiality throughout the complaint process. 4. Retaliation against a complainant or a witness is prohibited.
Sample 1

Related to COMPLAINTS CONCERNING EMPLOYEES

  • Group Grievances No more than five (5) grievants will be permitted to attend grievance meetings.

  • COMPLAINTS AND GRIEVANCES 7.01 If an employee has a complaint concerning the application, interpretation, administration, or alleged violation of any of the provisions of this Agreement, he/she shall take the matter up orally with his/her immediate Supervisor or designate within five (5) business days after the circumstance giving rise to the complaint. The Supervisor or designate will give his/her answer to the 7.02 If such complaint or question is not settled to the satisfaction of the employee, then the following steps of the grievance procedure may be invoked in order. It is understood that a grievance must be lodged within five (5) business days after receiving the Supervisor’s or designate response to the complaint as per article 7.01. STEP 1 Any employee grievance shall be set forth in writing, in duplicate, and shall be presented to the Supervisor. The submissions shall include reference to the specific clause and article of the Agreement allegedly violated or misinterpreted and redress sought. The Supervisor shall review the grievance and reply in writing to the Union within five (5) business days, giving his/her disposition and his/her reason thereof. STEP 2 If a settlement has not been reached under Step 1, the employee may within five (5) business days of the Supervisor's reply, refer the grievance to the Administrator of the Home, at interest, or his/her nominee. The Administrator of the Home or his/her nominee together with the employee and his/her Supervisor, and his/her Xxxxxxx, shall meet within five (5) business days of reference to the Administrator of the Home. The Administrator of the Home shall give his/her reply in writing to the Union within five (5) business days after date of meeting. STEP 3 If settlement has not been reached under Step 2, the employee may refer the grievance to his/her Union Grievance Committee which may within five (5) business days of the Administrator's reply refer the grievance to the Director of Human Resources or his/her designate. Within five (5) business days the Director of Human Resources or his/her designate together with such other representation as may be chosen to represent the Employer shall meet with the Union Grievance Committee to discuss the grievance. At this meeting a full-time representative of the Union may be present, if his/her presence is requested by the Employer or the Union. Written reply to the grievance shall be given to the Union within five (5) business days after such meeting. If a grievance is not settled to the satisfaction of either party to this Agreement by the procedure outlined above, then either party may, within ten (10) working days of the reply of the Director of Human Resources, refer the grievance to arbitration in accordance with the provisions contained in Article 9. 7.03 Any of the time allowances provided in the Article may be extended by mutual agreement in writing between the Union and the Employer. 7.04 Notwithstanding the provisions of the Ontario Labour Relations Act, any grievance not initiated or appealed at any stage of the grievance procedure, including reference to arbitration within the limits stipulated, shall be considered settled on the basis of the last decision and NOT subject to further appeal. 7.05 No employee written reprimand shall be entered in an employee's personnel file unless the employee and Local Recording Secretary or designate are given a copy of such written reprimand. 7.06 Saturdays and Sundays and paid holidays shall not be considered working days within the scope of this Article.

  • Employee Grievances (a) Grievances on behalf of employees shall be handled as follows:

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • CONTRACT EMPLOYEES Contained in Annexure D.

  • Group Grievance Where a number of employees have identical grievances and each employee would be entitled to grieve separately they may present a group grievance in writing signed by each employee who is grieving to the Administrator or her designate within ten (10) days after the circumstances giving rise to the grievance have occurred or ought reasonably to have come to the attention of the employee(s). The grievance shall then be treated as being initiated at Step No. 1 and the applicable provisions of this Article shall then apply with respect to the processing of such grievance.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • Policy Grievances ‌ Where either party to this agreement disputes the general application, interpretation or alleged violation of an article of this agreement, the dispute shall be discussed initially with the Executive Director or designate or the President of the Union within 14 calendar days of the occurrence. Where no satisfactory agreement is reached, either party, within a further 14 calendar days, may submit the dispute to arbitration.

  • Company Employees Each Party shall not, directly or indirectly solicit for employment, any employee of the other Party who has been directly involved in the performance of this Agreement during the Term and for one year after the earlier of the termination or expiration of this Agreement or the termination of such individual's employment, with the other Party. It shall not be a violation of this provision if any employee responds to a Party's general advertisement of an open position.

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

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