Formal Review Clause Samples

Formal Review. A request for a formal review must be submitted in writing to the company manager. If a request for a formal review is received that involves a bargaining unit member(s) designated representatives of the bargaining unit will be advised in writing. Once a formal review is requested the company manager will investigate and submit a report including recommendations to the company president. The company manager will interview the complainant, respondent and any witnesses. These interviews will be conducted as discreetly as possible. Both the complainant and the respondent will be given equal opportunity to discuss their case. Each party will be advised of their right to representation at any stage of the process. The report resulting from the formal review will be submitted by the company manager, with recommended resolutions to the company president. The company manager will advise the complainant and the respondent of the final resolution.

Formal Review. If the employee is not satisfied, or if no decision is rendered within five (5) working days of the meeting, the employee may obtain further formal review by filing a completed grievance form with the immediate supervisor. Such grievance must be in writing and must state specifically that this grievance procedure is being invoked. This filing must be received by the immediate supervisor within five (5) working days of the immediate supervisor's response or, if there is no response from the immediate supervisor, within ten (10) working days of the initial request for an informal meeting. The immediate supervisor shall hold a hearing within five (5) working days of receipt of the written grievance and render a written decision within five (5) working days of the hearing. The educational support employee may appear alone or with a representative from the Association.

Formal Review. (a) A grievance will be initiated in writing within ten (10) working days of the date that notice is received of the conclusion of Consultation. Grievances initiated by the Union will be submitted to the Director of Labour Relations (or their designate). Grievances initiated by the Company will be submitted to the President of the Union. (b) A grievance will specify the details of the dispute, including the issues, the interests of the grieving party, the Clause or Clauses of the Collective Agreement that are alleged to have been violated, and the desired resolution. (c) Following receipt of the grievance, the Director of Labour Relations or Union President (or their designates) will convene a meeting as quickly as possible involving representatives of the Union, the Company, and other people who are essential to the resolution of the dispute (as determined by the parties). (d) The Director of Labour Relations or Union President (or their designate) will chair the meeting and help the participants seek a mutually acceptable resolution to the dispute. They will encourage an honest, respectful discussion of the issues, interests, options and potential solutions. (e) The Formal Review will take place as quickly as possible. The participants may continue this stage for as long as they are mutually satisfied that progress is being made, or may mutually agree to refer the matter back for further Consultation. (f) Agreements reached at this stage are confidential and without prejudice to the legal or contractual rights of the parties unless otherwise agreed, and will be confirmed in writing. (g) The employee(s), Union or the Company may conclude a Formal Review at any time by written notice to the other party(ies). Within ten (10) working days of the conclusion of the Formal Review, the Director of Labour Relations or Union President (or their designates) will provide a written summary to the other party of their position on any issues that remain in dispute. (h) Provided that a grievance has been properly processed in accordance with the procedures, time limits and restrictions contained in the Dispute Resolution Process, the Union or Company may refer any grievance to arbitration if it has not been resolved by Formal Review.

Formal Review. A Lecturer who wishes a more formal review shall notify his or her chair by February 1. In such cases, the chair will be required to summarize the review in writing and shall meet with the Lecturer to communicate to that Lecturer his or her assessment of performance, progress, and areas of strength and weakness. The Lecturer and chair shall mutually agree upon the areas of performance that will be evaluated as well as the process the evaluation shall follow. Results of any such formal review shall be placed in the faculty member’s academic record file. Unless the faculty member and chair agree, there cannot be a more formal review more often than every four (4) years.

Formal Review. PSQAM shall conduct a formal review presentation to TxDOT at a location acceptable to TxDOT. The formal review presentation will be held following TxDOT’s review and comment on the mandatory Submittals. At least five Business Days prior to the applicable formal review presentation dates, Developer will assemble and submit drawings or other documents to TxDOT for information and review. Draft minutes of formal review presentations shall be submitted to TxDOT by PSQAM within five Business Days after completion of each review.

Formal Review. A formal Grievance must be filed in writing on a grievance form provided by the University. Grievances shall be filed on the agreed upon form available in Appendix B. The agreed upon form may be amended by mutual agreement of the parties. The Employee & Labor Relations Manager, Human Resources, or designee must receive the written grievance within thirty (30) calendar days after the date on which either the employee or the Union knew or could be expected to know of the event or action which gave rise to the grievance or within fifteen (15) calendar days after the date of the employee's last day on pay status, whichever occurs first. Grievance forms may be mailed, hand-delivered or emailed to the University per the instructions set out in the grievance form in Appendix B, and must be received prior to 5:00pm of the last day of the filing period. Attempts at informal resolution do not extend time limits unless a written exception is granted in advance by the Employee & Labor Relations Manager or designee. a. Formal grievances must set forth: 1. the specific article and section of the Agreement alleged to have been violated; 2. the action grieved and how it violated the above-mentioned provision; 3. the date of action grieved; 4. how the grieving employee was adversely affected; and 5. the remedy requested. b. Within twenty (20) calendar days of the receipt of the formal grievance, the grievant and the department (and/or the designated University official) shall meet to discuss the grievance, unless the parties mutually agree to waive the meeting. If either the grievant, union representative or University requests a meeting, one shall be conducted as soon as reasonably possible within the 20 calendar day period to discuss the grievance. c. The designated University official shall render a written decision within fifteen (15) calendar days following the date of the close of the grievance meeting or agreement to waive the grievance meeting. A copy of the decision will be mailed to the grievant and to the Union at the official address on file, as communicated by the Union. A copy of the decision shall also be provided by email to each of the Union representative(s) identified on the grievance form.

Formal Review a. Employee Responsibility - If the grievance is not resolved at Step 1 of this procedure, the grievance shall be reduced to writing on a form agreed to by parties (See Step 3) and shall be submitted to the Berkeley Campus Personnel Office promptly, but in no event later than fifteen (15) work days after the employee knew or should have known of the event or action which gave rise to the grievance. b. The grievance shall be dated and signed by the grievant and shall set forth: 1) the specific articles, sections, and provisions of the Agreement alleged to have been violated; 2) the action grieved and how it violated the above-mentioned provisions; 3) how the employee was adversely affected; 4) the remedy requested; 5) the name of the employee's designated representative, if any; 6) the date of the occurrence of the alleged violation, and the date the employee had knowledge of the alleged violations; and, 7) the date the aggrieved employee discussed the alleged violation with his/her supervisor. The University shall have no obligation to process a grievance which omits the information in b.1), 2), 6), or 7) above. c. At the time a properly filed grievance is received it shall be dated and a copy returned to the grievant. The employee's representative, if any, shall also be provided with a copy. The Union shall also be provided a copy. d. Upon receipt of the written grievance by the University, the parties shall within ten (10) work days set a place and time for a discussion of the grievance between the grievant and the University designee at the employee's location. The intent of this meeting is to attempt to resolve the grievance, and to provide the University with facts and contentions of the grievance so that the University can respond to the formal grievance in writing. Within ten (10) work days after the meeting is held, the employee will be sent notification in writing, of the University's decision.

Formal Review. These arrangements notwithstanding, this ISA and any associated procedures and systems for the sharing of information will be subject to on-going review and, at a minimum, a formal review by all Signatories every three years or when legislation or local practice dictates. Signatories are also reminded to revisit this ISA (and any associated DPIA) to ensure continued compliance with GDPR (see section 2.1). The details in Appendix A will also need to be updated as part of this review. New ‘Declaration of Acceptance and Participation’ will only be required should there be a major change to this ISA or if the main signatory or designated person’s details should change.

Formal Review. A request for a formal review must be submitted in writing to the Company manager who will immediately notify the National Staff Representative. A formal review will be jointly conducted by a Company Representative from outside Kamloops and the National Staff Representative or designate. The formal review or investigation will involve interviewing the complainant, respondent and any witnesses. These interviews will be conducted as discreetly as possible. Both the complainant and the respondent will be given equal opportunity to discuss their case with the interviewers. Each party will be advised of their right to representation at any stage of the process. A joint report or separate reports may result from the investigation. The manager’s report will be submitted to the Company president with recommended resolutions. The Company and the Union will advise the complainant and the respondent of the final resolution. Complaints of sexual harassment will be initiated at the formal review stage.