Complaints Regarding an Employee Sample Clauses

Complaints Regarding an Employee. Any complaint deemed by the building principal or designated supervisor to justify investigation and/or subsequent action of any nature shall be brought to the attention of the Employee involved. The building principal or designated supervisor will schedule a conference to assist such Employee in an attempt to resolve the issue involved in such complaint deemed by such principal or supervisory to justify investigation and/or subsequent action of any nature.
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Complaints Regarding an Employee. Any complaint deemed by the building principal or designated supervisor to justify investigation and/or subsequent action of any nature shall be brought to the attention of the Employee involved. The building principal or designated supervisor will schedule a conference to assist such Employee in an attempt to resolve the issue involved in such complaint deemed by such principal or supervisory to justify investigation and/or subsequent action of any nature.7.1.1 When deemed appropriate by the building principal or designated supervisor, or requested in writing by the Employee, an attempt will be made to schedule a conference between the complaining party and the Employee involved. The Employee may at his option have representation as he desires at any conference held at which the Employee, principal or supervisor, and complaining party are present.
Sample 1
Complaints Regarding an Employee. Any complaint against an employee deemed by the Director to justify action against the employee shall be brought to the attention of the employee involved. The Director will schedule a conference to assist such employee in an attempt to resolve the issue in such a complaint. When requested in writing by the employee, and when deemed appropriate by the Director, a conference between the complaining party and the employee involved will be scheduled. No action against the employee shall be initiated by the Board/Director against such employee based upon said complaint until a conference between the complaining party and the employee has been held except in a case of an emergency, or if the complaining party is not within the Board's jurisdiction or refuses to attend. The employee may, at his/her option, have representation as he/she desires at any such conference. Complaints that have not been investigated but which are determined by the Board or its representative to have no validity, shall not be placed in the employee's personnel file. The provisions of this article requiring a conference between the employee and the complainant shall not apply if the subject matter of the complaint and/or investigation is one which may also involve an investigation by law enforcement agencies and/or the Department of Children and Family Services for the State of Illinois.
Sample 1

Related to Complaints Regarding an Employee

  • FALSELY ACCUSED EMPLOYEE ASSISTANCE 1. When a teacher has been accused of child abuse or sexual misconduct in the course of exercising their duties as an employee of the Board, and

  • New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • Employee Safety A. Any employee who is injured or who is involved in an accident during the course of his/her employment, no matter how slight the injury, shall file an accident report with the designated supervisor, as soon as possible after the injury and prior to the conclusion of the employee's work day, whenever possible. While the initial report may be given orally, it must be followed up within 48 hours with a written report on the First Report of Injury form which shall be submitted to the appropriate administrator/supervisor who shall then submit it to the appropriate Human Resources Department.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

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