FORMAL COMPLAINT PROCESS Sample Clauses

FORMAL COMPLAINT PROCESS. A. Written Grievance AT THIS POINT THE INFORMAL HEARING IS HELD B. Informal Hearing

FORMAL COMPLAINT PROCESS. If you have a dispute with METAL X (a “Complaint”), you agree to contact METAL X through our support team to attempt to resolve any such dispute amicably.

FORMAL COMPLAINT PROCESS. In the event that an employee files a formal complaint with his or her manager, Human Resources designate or a CAW designate, a formal investigation will be conducted. The investigation will be conducted jointly by a Human Resources designate and a CAW designate in situations where a CAW employee is either a complainant or an alleged harasser. A thorough impartial and confidential investigation of the complaint will normally include, but is not limited to, interviews with the complainant, the accused party, relevant witnesses and a review of any pertinent records. Retaliation or threats against a complainant or witness for taking part in an investigation of a complaint is strictly prohibited and will result in disciplinary action up to and including discharge. All complaints will be handled promptly. The objective is to complete the investigation and communicate the results to the complainant and the accused party within 30 days of receipt of the complaint. Where an employee feels threatened or severe harassment is claimed, the employee may remain in their regular assignment, or be re-assigned to a mutually acceptable area. Upon completion of the investigation, a report will be prepared by the investigator(s), which will include, if appropriate, recommendations regarding corrective action. The Complainant and the accused party will be informed whether the allegation of harassment is verified. If so, the complainant will be advised verbally of the collective action to be taken, provided he/she signs a non- disclosure agreement In addition, the accused party will be informed in writing of the determination and the corrective action to be taken. If the allegation of harassment is unfounded, the complainant and the accused will be so advised in writing. Information gathered during the investigation will be disclosed only for the purpose of conducting the investigation or as compelled by law. Results of the investigation will be maintained in a confidential file located in Human Resources and will not be filed in the accuser’s file unless disciplinary action is taken. Employees, be they the accused harasser or the complainant, who are not satisfied with the investigation/resolution process may bring the matter to the attention of the General Manager of the Company and/or the Secretary-/Treasurer of the CAW.

FORMAL COMPLAINT PROCESS a. If a complainant chooses not to meet with the alleged harasser, or no agreement for resolution of the complaint has been reached, or an agreement for resolution has been breached by the alleged harasser, a complaint may be filed with the superintendent or designate. b. The complaint should include a description of the specific incident(s) that form the basis of the complaint and the definitions of sexual harassment/harassment which may apply; however, the form of the complaint will in no way restrict the investigation or its conclusions. c. The complainant may request that the employer consider an alternative dispute resolution process to attempt to resolve the complaint. d. The employer shall notify in writing the alleged harasser of the complaint and provide notice of complaint or investigation. e. In the event the superintendent is involved either as the complainant or alleged harasser, the complaint shall, at the complainant's discretion, be immediately referred to either BCPSEA or a third party who shall have been named by prior agreement of the employer and the local who shall proceed to investigate the complaint in accordance with Step 3 and report to the board.

FORMAL COMPLAINT PROCESS. A member may request a grievance hearing without participating in ADR or if the ADR process fails to facilitate a mutually agreeable resolution. The member should make a written request for a hearing to the Program Director, Xxxxxx XxXxxxxx. Except for a grievance that alleges fraud or criminal activity, a request for a grievance hearing must be made within one year after the date of the alleged occurrence. It is preferred that they be filed no later than 60 days after the date of the alleged occurrence. At the time a request for a hearing is made, the program should make available to the member information that it relied upon in its disciplinary decision. The Project Director, Xxxxxx XxXxxxxx, will conduct the grievance hearing. The person conducting the hearing may not have participated in any previous decisions concerning the issue in dispute. A hearing must be held no later than 30 calendar days after the filing of the grievance, and a written decision must be made no later than 60 calendar days after filing. Allegations of fraud or criminal activity must be reported immediately to the Corporation for National and Community Service’s Inspector General. If the grievance pertains to discrimination on the basis of race, color, national origin, gender, age, or disability the member will be immediately notified in writing of his/her right to file a discrimination complaint with the Corporation’s Equal Opportunity Office. (In general, the member has 180 days after the alleged discrimination to file a complaint with the Corporation.)

FORMAL COMPLAINT PROCESS. If you have a dispute with Symbridge, you agree to contact Symbridge through our customer support team to attempt to resolve any such dispute amicably. If we cannot resolve the dispute through Symbridge’s customer support team, you and we agree to use the Formal Complaint Process set forth below. You agree to use this process before contacting any regulatory bodies or filing any arbitration claim or small claims court action, unless such obligation is prohibited by applicable law.

FORMAL COMPLAINT PROCESS. If you have a dispute with us, you agree to contact us through our support team to attempt to resolve any such dispute amicably. If we cannot resolve the dispute through our support team, you and we agree to use the Formal Complaint Process set forth below. You agree to use this process before filing any arbitration claim or small claims action. If you do not follow the procedures set out in this Section before filing an arbitration claim or suit in small claims court, we shall have the right to ask the arbitrator or small claims court to dismiss your filing unless and until you complete the following steps. a. You will file a formal written complaint describing your complaint, how you would like the complaint to be resolved and all information you believe to be relevant to your complaint. b. We will acknowledge receipt of your written complaint promptly upon receipt. Your complaint will be reviewed by our customer service based on the information provided and the information in our possession. Within 20 days of receipt of your written complaint we will send you a notice by electronic mail with one of the following: an offer to resolve your complaint, or a rejection of your complaint and an explanation of the basis for the rejection. In the unlikely event that we cannot respond to your complaint withing 20 days of receipt, we will notify you of the delay and provide you with a deadline by which we will respond.

FORMAL COMPLAINT PROCESS. After the District has conducted its preliminary initial investigation and that investigation results in a formal investigation of an employee it shall be conducted as follows: A. The employee’s supervisor shall serve written notice to the employee who is the subject of the investigation that the supervisor is scheduling an administrative, investigative due process (IDP) meeting. The notice shall include: B. A description of the nature of the investigation; C. A summary of alleged misconduct of the employee including the administrative policies that are being investigated; D. The date, time and place of the IDP meeting or hearing; E. The person in charge of the investigation and the individual who will conduct any IDP or hearing; F. The name of any other person who will be present at any IDP or hearing; and G. Immediately before any IDP or hearing begins, inform the employee who is the subject of the investigation orally on the record that: H. The employee is required to provide a statement and answer questions related to the employee’s alleged misconduct; and I. If the employee fails to provide such a statement or to answer any such questions, the agency may charge the employee with insubordination. J. Limit the scope of the questions during the IDP or hearing to the alleged noticed misconduct of the employee who is the subject of the investigation. K. If any evidence is discovered during the course of an investigation or hearing which establishes or may establish any other possible misconduct engaged in by the employee, the District shall notify the employee of that fact and shall not conduct any further interrogation of the employee concerning the possible misconduct until a subsequent notice of that evidence and possible misconduct is provided to the employee unless the employee waives that right and allows the additional allegations to be heard during the initial investigative hearing. L. The hearing may be recorded by the parties. M. Upon the employee receiving notification of the IDP, the District shall complete the investigation within forty-five (45) days. The time constraints may be extended beyond the forty-five (45) days providing exigent circumstances exist to prevent a thorough investigation. In such an instance, the individual conducting the investigation, with the approval of his/her supervisor, shall provide the affected employee and his/her representative f there is one, with a written notice within ten (10) days or by e-mail with deliver...

FORMAL COMPLAINT PROCESS. All employees of the Coalition have a right to file a complaint and access the investigation process. A group of employees subject to the same discriminatory treatment may file a complaint. An employee or member of management i.e. a board member may file a complaint on behalf of a third party. An investigation may be requested if the alleged harasser is a member of management i.e. supervisor or board member; a fellow employee; a member of the Coalition that the employee must deal with in the course of her job duties or a member of the public. Any employee/board member/program user accused of harassment has the right to request an investigation. Incidents of harassment should be reported to the alleged harasser's immediate supervisor: • In the case of a fellow employee, to the executive director/supervisor. • In the case of the executive director/supervisor, to the chair of the personnel committee. • In the case of a board member, to the chair of the personnel committee. • In the case of a program user, or a member of the public, to the executive director/supervisor. Harassment may be the result of one incident, or a series of incidents. In all cases a complaint must be based on a definable incident or action, policy, procedure or direction. Incidents of harassment should be reported to the alleged harasser's immediate supervisor, within five days (5) the last occurrence. A complaint may initially be made verbally, followed in writing, citing the date and time of the incident(s), details of the incident(s), witnesses, the approach of the person, how the complainant responded and the reaction received. Responsibility of the supervisor: • To hear the complainant. To advise the complainant of the investigation process. • To ascertained if the complainant requires assistance in the workplace until the investigation process is completed. i.e. transfer to another job, changed reporting, etc. To inform the complainant of the actions that will be taken. • To ascertained if the complainant requires assistance in coping with the stress of harassment and facilitate such support. • To discuss with the complainant the assistance available. To inform the complainant of sick leave policies which may be used to deal with the stress associated with harassment. • To ascertain, and, if necessary, take appropriate action to protect witnesses from threats, intimidation and reprisals due to their involvement in the complaint. • To inform the alleged harasser that a complaint has...

FORMAL COMPLAINT PROCESS. All employees of the Coalition have a right to file a complaint and access the investigation process. A group of employees, subject to the same discriminatory treatment may file a complaint. An employee or member of management i.e. a board member may file a complaint on behalf of a third party. An investigation may be requested if the alleged harasser is a member of management i.e. supervisor or board member; a fellow employee; a member of the Coalition that the employee must deal with in the course of her job duties or a member of the public. Any employee/board member/program user accused of harassment has the right to request an investigation. Incidents of harassment should be reported to the alleged harasser's immediate supervisor: In the case of a fellow employee, to the Board of Directors. In the case of a board member, to the chair of the personnel committee. In the case of a program user, or a member of the public, to the Board of Directors. Harassment may be the result of one incident, or a series of incidents. In all cases a complaint must be based on a definable incident or action, policy, procedure or direction. Incidents of harassment should be reported to the alleged harasser's immediate supervisor, within five days (5) of the last occurrence. A complaint may initially be made verbally, followed in writing, citing the date and time of the incident(s), details of the incident(s), witnesses, the approach of the person, how the complainant responded, and the reaction received.