Complaints – General Sample Clauses

Complaints – General. 1. It is agreed that citizens will be encouraged to bring forward legitimate complaints regarding misconduct by departmental employees and that such will be received courteously and handled efficiently by all concerned. In addition, both the Labor Council and the City agree that all personnel will assist and cooperate in the processing of citizen complaints consistent with established procedures. 2. Complaints shall be accepted from any source, whether made in person, by mail or over the telephone, so long as the complaint contains sufficient factual information to warrant an investigation. Complaints from anonymous sources without corroborative evidence after due inquiry shall be deemed unfounded. 3. Citizens alleging misconduct on the part of a division member will be requested to sign the complaint form.
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Complaints – General. If the Customer has a complaint about the Service or PERS Equipment (except for billing and payment disputes), the Customer may contact VitalCall by calling 0000000000 and VitalCall will endeavour to resolve the complaint within five (5) days. If the Customer is not satisfied with the resolution, or if VitalCall has not resolved the Customer’s complaint within that time, the Customer may escalate the complaint by calling 0000000000 and requesting to speak with a supervisor. Neither party will be in breach of this Agreement or be liable to the other party if it fails to perform or delays in the performance of an obligation as a result of an event beyond its reasonable control, including but not limited to electrical shortages, telecommunication outages, power failure, computer failure, strikes, industrial disputes, earthquake, volcanic eruption, fire (including bushfire), flood, tidal wave, lightning strike, storm, cyclone, hurricane, act of God, war (including civil war), insurrection, vandalism, sabotage, invasion, riot, national emergency, piracy, hijack, acts of terrorism, embargoes, blockades or restraints, extreme weather or traffic conditions, temporary closure of roads, legislation, regulation, order or other act of any government or governmental agency.
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Complaints – General. (a) If you have any complaints in connection with the Service (including complaints about your invoice), you should contact us first to resolve the complaint via the contact details available on our website. (b) We will handle your complaint in accordance with our complaints procedure. Information on our complaints procedure may be obtained by contacting us. (c) You are also entitled to make a complaint to the Telecommunications Industry Ombudsman in Australia. We ask that you notify us before you do so, so that we have the opportunity to try to resolve your complaint at that stage. (d) We may xxxx you a reasonable complaint handling Charge.
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Complaints – General. If the Customer has a complaint about the Security Services or the Equipment (except for billing and payment disputes), the Customer may contact Chubb by calling 1300 124 822 and Chubb will endeavour to resolve the complaint within five (5) working days. If the Customer is not satisfied with the resolution, or if Chubb has not resolved the Customer’s complaint within that time, the Customer may escalate the complaint by calling 1300 124 822 and requesting to speak with a supervisor.
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Complaints – General. (a) If you have a concern or complaint about the Account, you may contact a Servus representative using our contact information provided in Section 13 of this Agreement. (b) If your concern remains unresolved after you have complied with (a) above, you may elevate your concern to a senior department manager or our executive leadership team by contacting Director, Corporate Communications by phone or in writing, to XxxxxxXxxxxxxxx@xxxxxx.xx, or at our address set out in Section 13 of this Agreement. If contacting us by mail, you must include (i) your name and address or phone number where you prefer to be reached, (ii) your Account number (iii) the details of your complaint, including relevant dates, (iv) copies of applicable Statements and other documents, if available, (v) the name of any applicable merchant,
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Complaints – General. (1) It is agreed that citizens will be encouraged to bring forward legitimate complaints regarding misconduct by departmental employees and that such will be received courteously and handled efficiently by all concerned. In addition, both the Labor Council and the City agree that all personnel will assist and cooperate in the processing of citizen complaints consistent with established procedures. (2) Complaints shall be accepted from any source, whether made in person, by mail or over the telephone, so long as the complaint contains sufficient information to warrant an investigation. Complaints from anonymous sources without corroborative evidence after due inquiry shall be deemed unfounded. (3) Citizens alleging misconduct on the part of a division member will be requested to sign the complaint form. A. Procedure - General (1) Questioning or interviewing of an employee accused of misconduct will be conducted or scheduled at a reasonable time, preferably while the member is on duty. (2) The length of the interview or interrogation session(s) will be reasonable, with interruptions provided for personal necessities, meals, telephone calls and rest. (3) Interrogations/interviews will normally be conducted at the Zanesville Safety Center or other appropriate location. (4) An accused employee who refuses to answer questions or participate in an investigation shall be advised that such conduct if continued will be the basis for a charge of insubordination. (5) Prior to the commencement of any interrogation-interview of an employee accused of misconduct, said employee shall be advised of the nature of the investigation and the allegations made against him. (6) Prior to questioning and upon request, an accused employee will be provided a reasonable opportunity to review any documents previously submitted by him that are specifically related and narrowly confined to the circumstances surrounding the allegations made against him. (7) Prior to an employee being asked questions during an internal non-criminal investigation which may lead to suspension without pay or termination of the employee questioned, that employee shall be informed of his right to have Labor Council representation. The Labor Council representative shall be the union xxxxxxx for the employee's bargaining unit or the xxxxxxx’x designee. If after a reasonable time (2 hours) to acquire the services of a Labor Council representative, the grievant fails and or neglects to do so, the investigation by t...
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Related to Complaints – General

  • COMPLAINTS HANDLING 44.1 Either Party shall notify the other Party of any Complaints made by Other Contracting Bodies, which are not resolved by operation of the Supplier's usual complaints handling procedure within five (5) Working Days of becoming aware of that Complaint and, if the Supplier is the Party providing the notice, such notice shall contain full details of the Supplier's plans to resolve such Complaint. 44.2 Without prejudice to any rights and remedies that a complainant may have at Law (including under this Framework Agreement and/or a Call Off Agreement), and without prejudice to any obligation of the Supplier to take remedial action under the provisions of this Framework Agreement and/or a Call Off Agreement, the Supplier shall use its all reasonable endeavours to resolve the Complaint within ten (10) Working Days and in so doing, shall deal with the Complaint fully, expeditiously and fairly. 44.3 Within two (2) Working Days of a request by the Authority, the Supplier shall provide full details of a Complaint to the Authority, including details of steps taken to achieve its resolution.

  • Complaints Procedure (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence. (b) A complaint must be submitted through the Union and/or directly to the Executive Director (or the equivalent or designate). When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. (c) The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. (d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days. (e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report. (f) The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. (g) If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. (h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. (i) If the respondent is the Executive Director (or equivalent), or where there are possible systemic issues or multiple complaints, the following process will be used: (1) The complainant will contact the Union. (2) As soon as possible but within 30 days the Union will notify the Executive Director (or equivalent) and CSSEA. Clause 29.4 (a) and (c) apply to the notice. CSSEA will inform the Employer's Board of Directors. (3) CSSEA and the Union will appoint either Xxxxx Xxxxx or Xxxxxx Xxxx to resolve the complaint. (The person appointed is referred to below as "the Appointee".) (4) After consultation with the parties involved, the Appointee will establish the process to resolve the complaint. The process may include - at the Appointee's discretion - any of the following (or any combination of them): fact-finding, mediation, making recommendations or a full report, or conducting an expedited arbitration. In exercising their discretion with respect to the process, the Appointee will consider the parties' desire that the process be fair and expeditious, that it minimizes disruption in the workplace, that it respects individual privacy to the degree possible in the circumstances, and that it keeps costs to a reasonable level. The Appointee will submit any report or recommendations to CSSEA and the Union. The report and recommendations will remain confidential, except for distribution to the Employer's Board of Directors, the complainant and the respondent. The Appointee may stipulate conditions she/he deems appropriate with respect to distribution. Any outcomes of the process are without prejudice or precedent for other proceedings. (5) The Appointee's fees and expenses will be shared by the Employer and the Union. (j) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.

  • Complaints If you have a complaint relating to the sale of energy by us to you, or this contract generally, you may lodge a complaint with us in accordance with our standard complaints and dispute resolution procedures. Note: Our standard complaints and dispute resolution procedures are published on our website.

  • Grievance on Layoffs and Recalls Grievances concerning layoffs and recalls shall be initiated at Step 2 of the grievance procedure.

  • 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.

  • 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.

  • Review by the Bank of Procurement Decisions The Procurement Plan shall set forth those contracts which shall be subject to the Bank’s Prior Review. All other contracts shall be subject to Post Review by the Bank.

  • Review by the World Bank of Procurement Decisions The Procurement Plan shall set forth those contracts which shall be subject to the World Bank’s Prior Review. All other contracts shall be subject to Post Review by the World Bank.

  • ABSENCE OF LITIGATION AND/OR REGULATORY PROCEEDINGS Except as set forth in the SEC Documents, there is no action, suit, proceeding, inquiry or investigation before or by any court, public board, government agency, self-regulatory organization or body pending or, to the knowledge of the executive officers of Company or any of its Subsidiaries, threatened against or affecting the Company, the Common Stock or any of the Company’s Subsidiaries or any of the Company’s or the Company’s Subsidiaries’ officers or directors in their capacities as such, in which an adverse decision could have a Material Adverse Effect.

  • 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.

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