Compliments and Complaints Sample Clauses

Compliments and Complaints. We are always trying to improve the services we provide so please let us know if there is anything we can do to improve them.
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Compliments and Complaints. You have the right to comment, complain and compliment about the operation of this agreement using our complaints procedure (a copy of which will be provided on request). However, this procedure cannot be used for problems you may have with your employees or agencies that you contract with.
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Compliments and Complaints. (a) You are entitled to tell Us what You think without fear of reprisal. (b) You can provide Us feedback in the form of a compliment or complaint. (c) You can make a complaint if You aren’t satisfied with how services have been provided. (d) We will investigate complaints and review Our actions. We will let You know Our findings. (e) You can also make a complaint to the Aged Care Quality and Safety Commission (call 0000 000 000) or, if Your complaint is about how We manage Your personal information the Office of the Australian Information Commissioner (call 0000 000 000). (f) You are also entitled to enforce Your rights under consumer laws. There are Government organisations that consider complaints under these laws. Their details can be found on the Australian Competition & Consumer Commission website (xxx.xxxx.xxx.xx). (g) More information about how to make a complaint is set out in Our complaints policy, a copy of which will be provided to You.
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Compliments and Complaints. If you have any comments, compliments or complaints, please contact the Cluster Targeted Service Leader (TSL) Xxxx Xxxxxxxx on 0113 3876352 Further details on the complaints procedure can be found at xxxx://xxx.xxxxxxxxxxxxxxx.xx.xx The JESS Cluster Office: 0000 000 0000 Sept ‘19 Improving self-esteem and confidence Support to manage emotional regulation and improve emotional intelligence (understanding feelings and how they impact on self and others) Support in decision making and advocating for children and involving children in their family’s Early Help Plan process Useful signposting and support to access other services for specific needs – referrals can be made to our commissioned therapeutic services (Impact North, Barca Leeds) We can also support with advocacy for families where necessary or when faced with a range of difficult issues, for example: Housing issues Anti-social behaviour Domestic violence Drug and alcohol misuse Child sexual exploitation Self-harm Social, emotional mental health (SEMH) Risk and vulnerability work Routines and boundaries Behaviour management strategies Healthy relationships Supporting quality family time Consequences and rewards Engaging with school Attending appointments Benefits and budgeting advice Supporting children with SEN needs Please speak to your pastoral worker in school about a referral into the JESS Cluster.
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Compliments and Complaints. If you would like to make an informal complaint, please inform: the Young People Befriending Service Coordinator or
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Compliments and Complaints. Please email xxxxxx@xxxxxxxxxxxxxxxxxx.xxx.xx to organise a time to talk. 7 June 2021 – AA edit Address: Name: Address: (collectively, the “Participants”) Name: Address: (the “Mapper”)
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Compliments and Complaints. The Provider shall have a complaints and compliments policy and procedure which is clearly publicised and easily accessible to Service Users and their representatives. The Provider will develop their policies and procedure in line with guidance from the Local Government Ombudsman (LGO) and ensure Service Users are aware of the pathway for contacting the LGO. The Provider will be committed to resolving all complaints in a timely manner and in a way that does not disadvantage the Service User. The Provider shall ensure that the Council is notified immediately of any serious complaint, allegation, or serious Services failures.
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Compliments and Complaints. We operate a compliments, suggestions and complaints system which allows you to bring to our attention any concerns or comments you may have about the service you receive from Jo’s Cervical Cancer Trust. Should you wish to make a suggestion or raise a concern or complaint, please contact us at xxxxxxx@xxxxxxxx.xxx.xx or call on 000 0000 0000.
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Compliments and Complaints. 6.7.1 All complaints received by The Authority must be responded to formally within 3 (three) working days by the Supplier. 6.7.2 The Supplier must have a clear and comprehensive written complaints management procedure. This procedure will be followed in the event of any issue to the supply of goods or support provided as part of the Framework Agreement. Such procedure shall enable the Authority Customer Services or the Participating Authority to make complaints quickly and simply and shall require the Supplier to investigate and resolve a complaint in accordance with strict timescales. For the avoidance of doubt complaints can be written or verbal. 6.7.3 The Supplier shall keep a full written record of the nature of each complaint and details of the action taken as a result of the complaint. Records shall be available for inspection at any time. This is to show: • Reason for the complaint, from whom and date; • Initial complaint, complainant, Participating Authority and date; • Action taken; • Corrective Action taken to prevent recurrence (complaint); And • Date of resolution 6.7.4 The Supplier shall use reasonable endeavours to ensure that all complaints are resolved within 10 days of the complaint being notified to the Supplier, unless the nature of the complaint requires additional investigation or action, in which case the Supplier shall ensure that the complaint is resolved as soon as possible thereafter. Where the complaint relates to a faulty or spoiled device or product the Supplier shall provide a full written report, with supporting root cause analysis to the relevant Participating Authority within one month of the complaint. 6.7.5 The details of how the complaint has been resolved should be notified to the Authority Customer Services in writing as soon as possible thereafter and the Supplier will on request at any time provide the Authority Customer Services with an update as to the progress of the resolution of the complaint. It is a requirement that Suppliers have corrective/preventative action plans in place to remove the causes of an existing or potential undesirable situation. 6.7.6 The Supplier shall possess a complaints policy which details roles and responsibilities of key roles and details escalation routes. A copy of which should be provided as part of the Tender submission.
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Related to Compliments and Complaints

  • Customer Complaints Each party hereby agrees to promptly provide to the other party copies of any written or otherwise documented complaints from customers of Dealer received by such party relating in any way to the Offering (including, but not limited to, the manner in which the Shares are offered by the Dealer Manager or Dealer), the Shares or the Company.

  • 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.

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

  • 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.

  • Complaints and Appeals As a Premera member, you have the right to offer your ideas, ask questions, voice complaints and request a formal appeal to reconsider decisions we have made. Our goal is to listen to your concerns and improve our service to you. If you need an interpreter to help with oral translation, please call us. Customer Service will be able to guide you through the service. We would like to hear from you. If you have an idea, suggestion, or opinion, please let us know. You can contact us at the addresses and telephone numbers found on the back cover. Please call us when you have questions about a benefit or coverage decision, our services, or the quality or availability of a healthcare service. We can quickly and informally correct errors, clarify benefits, or take steps to improve our service. We suggest that you call your provider of care when you have questions about the healthcare they provide.

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

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