Informal Complaint Resolution. The parties encourage that wherever possible, they will commit to the use of an informal complaint resolution process [ICR]. A member may notify a xxxxxxx or other authorized Union official who may initiate this process within ten days from the date the member knew or should have known of the dispute. The process can begin with any form of notification (verbal or written) but each party should note and acknowledge that date. In totality, the ICR will be completed within fifteen days of presentation; however, upon mutual agreement, the period can be extended to no more than thirty days. After receiving notification from the member, the authorized union official will then contact a management representative assigned to the functional unit from which the dispute emanates, and these parties will engage in the ICR discussions. At this point the parties shall meet to engage dialogue and compromise to resolve the disagreement. Neither party shall utilize outside counsel. The ICR will have no impact on the rights of the union to initiate the formal grievance procedure. Any resolution that requires future relief shall be memorialized in writing by the representatives. Only in those cases that require future relief, the statements of resolution will be forwarded to the appropriate parties in order to facilitate timely implementation of the resolution. Dispute resolutions are specific to the disagreement at hand and there is no expectation that the settlement will constitute precedent. If the grievance is not resolved at this stage, it may be processed as provided below.
Informal Complaint Resolution. The Union or any employee covered by this Agreement shall have the right to pursue appropriate informal efforts to resolve problems or complaints that arise in the workplace. The Union and employee are encouraged to seek informal resolution of the problems or complaints prior to using the formal grievance procedure.
Informal Complaint Resolution. The Union or any employee covered by this Agreement shall have the right to pursue appropriate informal efforts to resolve problems or complaints that arise in the workplace. The Union and employee are encouraged to seek informal resolution of problems or complaints prior to using the formal grievance procedure.
Informal Complaint Resolution. An Employee or a designated member(s) of a group of Employees having a complaint may take the matter up informally with the department Chair/Supervisor/unit head within ten (10) business days from the date the Employee(s) first became aware, or reasonably should have been aware, of the facts giving rise to the complaint. At the Employee’s request, a UNION representative may be present at this informal resolution stage. The Employee will notify the department Chair/Supervisor/unit head that the meeting is an informal discussion, and both the Employee and the Supervisor will note the date to ensure any subsequent formal grievance is filed in a timely fashion. Any written communication between the Employee and Supervisor documenting the date and time the meeting took place will be considered evidence of the informal meeting. If the informal discussion does not result in a resolution of the complaint, a formal grievance may be filed.
Informal Complaint Resolution. Employees shall have the right to informally discuss individual complaints or concerns with their individual supervisor and/or Department Director in an attempt to come to a mutual solution before filing any grievance. It is the intent that every reasonable effort be made between the parties to resolve differences at the earliest possible Step to avoid a grievance.
Informal Complaint Resolution. Informal harassment complaint resolution may be achieved by any of the steps outlined below.
A. An employee complainant may meet with his or her supervisor or the Director of Human Resources to clarify whether harassing behavior is occurring and to discuss appropriate responses and plans as to how the issue might be resolved. A student complainant may meet with the Counseling Services, the College Nurse, or the Director of Human Resources.
B. An employee complainant may request that his or her supervisor or the Director of Human Resources meet with the alleged harasser (“respondent”) to discuss the alleged conduct and to remind him or her of College policies against harassment and to obtain agreement by the respondent to comply with these policies. A complainant may request that, when possible, such a conversation be held without the identity of the complainant being revealed to the respondent. A student complainant request will be handled in a similar manner by one of the three harassment information centers (the Counseling Services, the College Nurse, or the Director of Human Resources).
C. An employee complainant may request that his or her supervisor or the Director of Human Resources meet with the complainant and the respondent in the role of a mediator to reach resolution of the issue. A student complainant may make a similar request of the Counseling Services, the College Nurse, or the Director of Human Resources. Any resolution reached by mediation will include an agreement by the respondent to comply with and be bound by such policies. After the informal complaint resolution has concluded, the complainant’s supervisor or harassment information center personnel, if involved, will forward all documentation concerning the complaint to the Director of Human Resources. The Director of Human Resources will maintain a record of the complaint in order to document that the claim of harassment was made and to document the outcome of the informal resolution.
Informal Complaint Resolution. A person who considers that they, or someone else, have been subjected to harassment or discrimination may seek an informal resolution of the problem by making a verbal complaint to the Designated Person. The verbal complaint should identify the allegation(s), the identity of the respondent and the nature of the resolution that the complainant is seeking.
Informal Complaint Resolution. At the option of the employee, the employee may verbally complain to his/her immediate supervisor of a proposed grievance within two (2) working days of the occurrence of the event giving rise to the proposed grievance. Such supervisor shall answer the informal complaint within two (2) working days, failing which the complaint shall be deemed denied. The employee shall be entitled to have a xxxxxxx in attendance during such initial verbal complaint.
Informal Complaint Resolution. In the first instance, Kingsway Christian College requests there is an attempt to informally resolve the issue through mediation/informal resolution of the complaint.
Informal Complaint Resolution. The Aging and Disability Resource Center should encourage people to resolve complaints with the Aging and Disability Resource Center through the internal informal complaint resolution process. Informal internal complaint resolution shall be completed within ten (10) business days of the time the complaint is received.
