Employee Complaint. An employee complaint is a claim of unfair treatment that an employee has requested The Society to present on the employee’s behalf. An employee complaint, which does not meet the criteria of an employee grievance shall not be subject for the grievance/arbitration procedure.
Employee Complaint. Should an employee have a complaint, the employee along with the Shop Xxxxxxx whenever possible or Union Representative, will normally discuss such complaint with his/her immediate Supervisor in an effort to resolve same. Such discussion will take place not later than ten (10) working days after the event causing the complaint or within ten (10) working days from the time the employee became aware of the event causing the complaint.
Employee Complaint. It is the mutual desire of the parties hereto that complaints of employees shall be adjusted as quickly as possible. If an employee has a complaint he/she shall discuss it with his/her immediate supervisor within ten (10) days after the circumstances giving rise to the complaint have occurred or ought to have reasonably come to the attention of the employee. The supervisor shall give his/her response to the complaint within five (5) days. These discussions and response shall not establish precedent. Failing settlement or failing a response, a complaint arising from a breach of the Collective Agreement may be taken up as a grievance in the following manner and sequence:
Employee Complaint. 11.1 It is the mutual desire of the parties hereto that complaints of the Employer or the Employees shall be resolved as quickly as possible, it being understood that an Employee has no grievance until the Employee has first given to the Director of the Employee or a designated Grievance Officer an opportunity of resolving the problem.
Employee Complaint. The District's position regarding employee complaints is that they need to be resolved as quickly and fairly as possible. The District further believes that face to face informal discussion between the parties involved in a situation is the best way to resolve a difference; however, it is understood that there are times when assistance is needed to fairly resolve an issue. When assistance is deemed needed by employees, a review of the District procedure for Staff Complaints and Grievances should be made. This procedure is printed in Section II of the Support Staff handbook. Should the employee feel a need for advice on how to use this process, the Director of Human Resources should be contacted for advice and counsel on how to use the process. If the employee's problem is associated with the Director of Human Resources, the employee may seek the advice and counsel of the Superintendent. If an Administrative Assistant employee is of the opinion that formal procedures have not appropriately remedied the concern, it is expected the employee will follow the procedure detailed in the "Procedures: Staff Complaints and Grievances," as published in the Support Staff Handbook to resolve the concern.
Employee Complaint. Should an employee have a complaint, the employee may with assistance of a Shop Xxxxxxx, normally discuss such complaint with their immediate Supervisor in an effort to resolve same. Such discussion will take place on Employer time, not later than ten (10) working days after the event causing the complaint or within ten (10) working days from the time the employee became aware of the event causing the complaint. The parties’ discussion and/or resolution of the grievance at this stage shall be “without prejudice” to either party and will not be used and/or relied on by the parties at subsequent steps of the grievance process and/or at other grievance proceedings between the Union and the Employer. [2023] Step 2 Failing satisfactory settlement in Step 1, the grievance shall be reduced to writing, outlining the particulars of the grievance, the clauses of the Agreement allegedly violated and the redress sought. A meeting shall occur within ten (10) working days of request between the Union Xxxxxxx, chief Xxxxxxx with or without the employee and representatives designated by the Employer. A decision must be rendered within ten (10) working days, unless mutually agreed otherwise in writing. Failing settlement at this step, the matter shall then be referred to the third Step. [2023] Step 3 Failing satisfactory settlement in Step 2, A meeting shall occur between the Union Grievance committee and the Committee designated by the Employer. In case of an emergency, a meeting can be called by either party. Outside representatives of the Union and the Employer may be called in if so desired. The Union may, within ten (10) working days, submit the matter to the Plant Manager with a copy sent to the Human Resource Manager and the matter shall be considered and a decision shall be rendered within a further ten (10) working days. [2023]
Employee Complaint. The Board agrees that in the case of a complaint on the part of a District employee regarding a secretary, the affected secretary shall be notified of such complaint within five (5) working days of the time that the complaint was filed with the administration. The administration shall conduct an appropriate investigation to determine if there exists a legitimate basis for the complaint prior to the District taking any formal action concerning said complaint. Formal action does not include investigation of a complaint. In the event a complaint does not result in formal action, the secretary shall be notified and said complaint will not become a part of the personnel file of the secretary.
