Informal Complaint Resolution Process Sample Clauses

Informal Complaint Resolution Process. Filing a Complaint If an employee believes that she/he has been bullied and harassed on the basis of any of the grounds noted above, the employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of the event(s) if possible; • If the complainant does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the complainant should contact the designated Union or CMBC representative and/or the CMBC confidential harassment telephone line. The Union Representative for all cases of harassment will be the Human Rights Representative or Women’s Advocate or designated full time Officer of the Local Union or their designate.
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Informal Complaint Resolution Process. ‌ a) Filing a Complaint i. Tell the alleged harasser(s) to stop, if possible; ii. Document the event(s), complete with the time, date, location, names of witnesses and details of the event(s) if possible; iii. If the complainant does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the complainant should contact the designated Union or Gateway Casino representative and/or the Gateway Casino confidential harassment telephone line. The Union Representative for all cases of harassment will be the Human Rights Representative or Women’s Advocate or designated full time Officer of the Local Union or their designate.
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Informal Complaint Resolution Process. Filing a Complaint
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Informal Complaint Resolution Process. In August, the Audit and Inspections Unit of the Office of Inspector General began conducting an audit the Oakland Police Department’s (OPD) informal complaint resolution process. The purpose of the audit was to determine if OPD’s informal complaint resolution process is in accordance with the established guidelines in Departmental General Order (DGO) M-3.1, Informal Complaint Resolution Process. Additionally, the intent of the audit was to identify policy, procedure, and/or practice deficiencies and to propose solutions that will aid in the Department’s supervisors’, or any authorized personnel’s, abilities to effectively, efficiently, and expediently informally resolve complaints against members/employees. The audit indicated that the Department’s process for informally resolving complaints is not efficient, and based on current policies, procedures, and practice, the goal of the ICR process is unclear. Its documented policies and procedures do not provide sufficient direction to its supervisors, commanders and managers and authorized Internal Affairs Division personnel. The following is a list of policy, procedure, and/or practice deficiencies found during the audit: • The auditor was unable to determine how complaints that qualify to be informally resolved should be received and processed from beginning to end. When referencing DGO M-3.1 to determine how to receive and process a complaint, the policy refers the reader to DGO M-3 and vice versa. Since both polices reference each other, this creates circular reasoning and not an answer for executing the process. • The auditor was unable to determine whether allegations should be investigated prior to being informally resolved, and if they are, to what degree. DGO M-3.1 does not state to what degree complaints against a member/employee should be investigated while DGO M-3 states that all complaints shall be investigated. Hence, it is unclear how the process of informally resolving a complaint differs from formally resolving a complaint. It is also unclear whether the allegations that qualify for the ICR process should be resolved immediately or within Government Code 3304’s one year resolution time frame. • The auditor was unable to determine who, primarily, should informally resolve complaints. DGO M-3.1 states that complaints can be received by IAD and an organizational unit other than IAD. For more details, the policy refers the reader to DGO M-3, and, again, the start of circular reasoning. In practic...
Sample 1
Informal Complaint Resolution Process. (a) Filing a Complaint If an employee believes that they have been harassed on the basis of any of the grounds noted above, the employee should: (i) Tell the alleged harasser(s) to stop, if possible; (ii) Document the event(s), complete with the time, date, location, names of witnesses and details of the event(s) if possible; (iii) If the complainant does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the complainant should contact the designated Union or Gateway Casino representative and/or the Gateway Casino confidential harassment telephone line. The Union Representative for all cases of harassment will be the Human Rights Representative or Women’s Advocate or designated full time Officer of the Local Union or their designate.
Sample 1

Related to Informal Complaint Resolution Process

  • Complaints Procedure (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence. (b) A complaint must be submitted through the Union and/or directly to the Executive Director (or the equivalent or designate). When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. (c) The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. (d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days. (e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report. (f) The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. (g) If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. (h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. (i) If the respondent is the Executive Director (or equivalent), or where there are possible systemic issues or multiple complaints, the following process will be used: (1) The complainant will contact the Union. (2) As soon as possible but within 30 days the Union will notify the Executive Director (or equivalent) and CSSEA. Clause 29.4 (a) and (c) apply to the notice. CSSEA will inform the Employer's Board of Directors. (3) CSSEA and the Union will appoint either Xxxxx Xxxxx or Xxxxxx Xxxx to resolve the complaint. (The person appointed is referred to below as "the Appointee".) (4) After consultation with the parties involved, the Appointee will establish the process to resolve the complaint. The process may include - at the Appointee's discretion - any of the following (or any combination of them): fact-finding, mediation, making recommendations or a full report, or conducting an expedited arbitration. In exercising their discretion with respect to the process, the Appointee will consider the parties' desire that the process be fair and expeditious, that it minimizes disruption in the workplace, that it respects individual privacy to the degree possible in the circumstances, and that it keeps costs to a reasonable level. The Appointee will submit any report or recommendations to CSSEA and the Union. The report and recommendations will remain confidential, except for distribution to the Employer's Board of Directors, the complainant and the respondent. The Appointee may stipulate conditions she/he deems appropriate with respect to distribution. Any outcomes of the process are without prejudice or precedent for other proceedings. (5) The Appointee's fees and expenses will be shared by the Employer and the Union. (j) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.

  • Complaint Procedure Section 1. Complaints involving charges of sexual harassment, crime (whether misdemeanor or felony), or charges of discrimination are explicitly excluded from consideration under this Article. Such charges shall be pursued under appropriate laws, policies and procedures. Section 2. Complaints by students which fall within the purview of District Student Grievance Procedures shall be processed and investigated under that procedure and shall not be subject to the provisions of this Article. Any subsequent disciplinary action resulting from the Student Grievance Procedures will be discussed with the Adjunct Faculty Member in a separate meeting and the Adjunct Faculty Member will be given the opportunity to have a union representative present; no Member shall be disciplined without just cause. Section 3. Any complaint about an Adjunct Faculty Member shall be immediately investigated by the President or designee. If the complaint appears to have substance, the complaint and the name of the person making the complaint should generally be provided to the Adjunct Faculty Member within fourteen (14) calendar days of receipt of the complaint. Section 4. The complaint and the results of the investigation conducted by the President or designee shall be put into writing. If the investigation appears to substantiate the complaint, as soon as possible after such determination has been made, the President or designee shall meet with the Adjunct Faculty Member to discuss the issues which seem to be involved. The Adjunct Faculty Member may be represented by the Association during this meeting. Section 5. If, after the meeting prescribed in Section 4, there appears to be cause, the person making the complaint shall meet with the President or designee and the Adjunct Faculty Member in an attempt to further understand the complaint or to respond to the complaint and reach a settlement. The Adjunct Faculty Member may be represented by the Association during this meeting. Section 6. If the complaint cannot be settled to the satisfaction of all parties during the meeting provided for in Section 5, the Adjunct Faculty Member may prepare a written response to the complaint. The response shall be attached to the complaint. The complaint and the Adjunct Faculty Member’s response shall be placed in the Adjunct Faculty Member’s Personnel file. Section 7. At any point at which the complaint is judged to be untrue or unsubstantiated, all records of the complaint shall be removed from the personnel file.

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