Formal Phase. 2. After the completion of the informal phase outlined above, the investigator shall be allowed to interview the employee. If after the interview no probable cause is found, the investigation will terminate and the employee shall be informed in writing that a complaint was made but was unfounded.
Formal Phase. 2. After the completion of the informal phase outlined above, the investigator shall be allowed to interview the employee. If after the interview no probable cause is found, the investigation will terminate and the employee shall be informed in writing that a complaint was made but was unfounded 3a. Whenever it appears that the complaint may have substance, the Director of Human Resources, or designee, shall provide notice in writing to the employee under investigation and the employee’s representative, and provide the nature of the allegations, misconduct alleged, dates and times if known, and the Judicial Branch Code of Conduct, Directive, Policy, or work rule that may have been violated.
Formal Phase. Step 1 - In the event the problem was not resolved in the informal phase, within ten (10) days the grievant shall submit a written statement of the grievance (Grievance Form) to the Cabinet member or appropriate administrative authority who shall prepare a written statement of response within ten (10) days. In the event the Cabinet member or appropriate administrative authority is unable to prepare a written statement within ten (10) days, they shall so notify the grievant and representative.
Formal Phase. STEP 1. If the matter giving rise to the complaint was not resolved informally, the Union shall file a formal written complaint, which has been signed by the Employee, with the appropriate District Administrator or with their designee. The complaint must be filed within twenty-one (21) calendar days of the event giving rise to the complaint. At the time the complaint is served upon the District Administrator, the Union shall provide the Employer’s Labor Relations Manager with an informational copy thereof. The District Administrator shall respond in writing to the Union Xxxxxxx and Business Agent and provide a copy of the response to the Employer’s Labor Relations Manager within ten (10) calendar days after receipt of the complaint.
Formal Phase. Any grievance which is taken to the Formal Phase hereunder must be in writing signed by the grievant, shall state the date and nature of the incident giving rise to the grievance and the reason why such incident constitutes a breach of the agreement, together with the desired remedy. Prior to delivery of the grievance to a representative of the District as set forth below, an authorized representative of the Association's Grievance Committee must have reviewed the grievance and indicated on it that it has been reviewed by dating and signing it. Where more than one (1) grievance arises from any one (1) incident each grievant shall sign one (1) grievance only so that all may be processed together. For purposes of this Article, the expression of time in days shall mean working days.
Formal Phase. If the grievant is not satisfied with the disposition of his/her grievance on an informal basis, or if no decision has been rendered within five (5) school days after discussion of the grievance, he/she may pursue the grievance by filing in writing with the principal. The grievant shall have fifteen (15) school days after notification of the grievance disposition or, should no action have been taken, twenty (20) days following the first discussion of the grievance to file the written grievance. Within five (5) school days after receipt of the written grievance, the principal, or his/her immediate supervisor, shall meet with the grievant. The principal or his/her immediate supervisor shall present his/her decision in writing to the grievant within five (5) school days after the meeting.
Formal Phase. Any grievance which is taken to the Formal Phase hereunder must be in writing signed by the grievant, shall state the date and nature of the incident giving rise to the grievance and the reason why such incident constitutes a breach of the Agreement, together with the desired remedy. Where more than one grievance arises from any one incident each grievant shall sign one grievance only so that all may be processed together.
