Informal Approach Clause Samples

The Informal Approach clause establishes a process for resolving disputes or disagreements between parties through informal discussions before initiating formal legal proceedings. Typically, this clause requires the parties to communicate and attempt to settle their differences amicably, often within a specified timeframe, before escalating the matter to arbitration or litigation. Its core practical function is to encourage early, cost-effective resolution of issues, potentially preserving business relationships and reducing legal expenses.
Informal Approach. Nothing in the following procedure precludes informal discussion of the parties leading to settlement of the grievance or seeking advice on issues arising at any stage of the procedure.
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Informal Approach. Associates/Members with non-violent, minor concerns, or who feel comfortable resolving their concerns on their own, are encouraged to do so prior to seeking formal resolution. Wherever possible, Associates/Members in such situation should speak or write to the person engaging in the concerning behaviour one-on-one to let them know that their conduct is unwelcome and to ask them to stop immediately. Although this may be difficult, telling the person their actions or comments are inappropriate is often enough to stop the behavior. If the problem is not resolved, or if one of the parties feels they cannot speak directly with the other person, other options such as a facilitated dialogue or mediation can be explored with BFC. In these cases, the Associate/Member should make detailed notes about what happened, when it happened, who was involved, and who may have witnessed the incident. These details may be needed to refresh one’s memory in the event that the problem is not corrected, and the matter needs to be pursued further.
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Informal Approach. Nothing in the following procedure precludes informal discussion of the parties leading to settlement of the grievance or seeking advice on issues arising at any stage of the procedure. 4. Step 1 Within sixty (60) days from the event about which a complaint is based or from the date of knowledge of the event, any complaint or grievance must be taken up verbally between the employee and the department. The grievor(s) shall have the right to have a representative from AAPS present at any meeting to discuss the grievance. If a settlement is reached within twenty-eight (28) days, the settlement will be written and signed by the head or manager and grievor(s). The head University must provide a copy of the settlement to AAPS. Settlements at this stage do not establish precedents for settlement of other complaints. Settlements must be consistent with Article 1.2.2 of the Agreement on Conditions and Terms of Employment.
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Related to Informal Approach

  • Informal Negotiations To expedite resolution and control the cost of any dispute, controversy, or claim related to these Terms of Use (each a "Dispute" and collectively, the “Disputes”) brought by either you or us (individually, a “Party” and collectively, the “Parties”), the Parties agree to first attempt to negotiate any Dispute (except those Disputes expressly provided below) informally for at least thirty (30) days before initiating arbitration. Such informal negotiations commence upon written notice from one Party to the other Party.

  • Informal Process The Informal Process provides an Employee with the opportunity to resolve his or her concern by using the open door process, with the assistance of a FC member, within 30 calendar days of the date the Employee became aware of the issue. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee is encouraged to take this concern up with his immediate supervisor or may request the assistance of the Employee Advocate or a FC member to facilitate resolution of the issue.

  • Informal Stage If a Teacher is unable to resolve a complaint informally, the Teacher may with the concurrence of the Bargaining Unit Executive initiate a complaint with his/her supervisor who shall answer the complaint in writing (if requested) within ten (10) days of receipt of the complaint. The problem must be brought to the attention of the supervisor within fifteen (15) days after the Teacher becomes aware, or would reasonably be expected to have become aware, of the circumstances giving rise to the complaint.

  • Informal Grievance 1. Within fourteen (14) calendar days of the event giving rise to a grievance, the grievant shall present the grievance informally for disposition by the immediate supervisor or at any appropriate level of authority within the department. 2. Presentation of an informal grievance shall be a prerequisite to the institution of a formal grievance.

  • Informal Conference An employee against whom the disciplinary action is being considered may be requested to attend an informal conference with the immediate supervisor, his/her designee and/or a Human Resources Administrator prior to official written notification or any recommended disciplinary action. At such conference, the employee shall be informed orally of the specific disciplinary action being considered as well as the reasons therefore and be given an opportunity to respond thereto. At such a conference, the employee may represent himself/herself and/or be represented by a union representative. Holding such an informal conference is discretionary with the District and the failure to do so shall not invalidate any disciplinary action taken pursuant to this regulation.