Informal Resolution Process. Note: Step 1 (Informal Resolution Process) is not required in order to proceed to Step 2 (Formal Complaint Process).
a. At any point in the Informal Resolution Process, should the administrator determine that a formal process is required, they will stop the informal process and inform the complainant and respondent in writing.
b. The complainant may choose to speak to or correspond directly with the alleged harasser to express their feelings about the situation.
c. Before proceeding to Step 2, the complainant may approach their administrative officer, staff representative or other contact person to discuss potential means of resolving the complaint and to request assistance in resolving the matter. The assistance may include the administrative officer meeting with the alleged harasser to communicate the concern and the request that the behaviour stop. If the matter is resolved to the complainant's satisfaction the matter is deemed to be resolved.
d. If the matter is not resolved, the administrator may meet with the complainant and respondent separately, and may invite them to participate in a facilitated discussion. All parties involved must agree to respect confidentiality.
e. In the circumstances where a respondent has acknowledged responsibility, the employer may advise the respondent in writing of the standard of conduct expected by the employer. Such a memo shall be non-disciplinary in nature and may be referred to only to establish that the respondent has been advised of the expected standard of conduct.
Informal Resolution Process. It is the declared objective of the University and the Union to encourage the prompt resolution of potential causes for dismissal in the interest of maintaining harmony within the campus environment. Whenever practicable, before a formal recommendation for dismissal is initiated, every effort should be made to resolve or remediate the problem. Unless the individual concerned requests otherwise, the following efforts to resolve the problem will be undertaken in all cases where the issue is the individual’s performance and may be undertaken at the University’s discretion in other instances. The Department Personnel Committee, the Department Chair or Head, the individual concerned, and his or her union representatives may review the matter and explore a mutually acceptable resolution of the matter. The Xxxxxxx and/or appropriate Xxxx may, upon request of the Department Personnel Committee, the Department Chair or Head, the individual concerned, or the union representatives, join in the discussions about resolving the matter. Informal attempts at resolution shall not extend beyond thirty days without the written agreement of the individual concerned and the Xxxxxxx.
Informal Resolution Process. A "complaint inquiry" consists of discussion with a bargaining unit employee about allegations of misconduct. The purpose of the complaint inquiry is to provide an optional method to expeditiously resolve complaints. Xxxxxxx warnings shall not be given and no advance notice requirements shall apply to the complaint inquiry or the informal complaint resolution process. The bargaining unit employee will be advised at the beginning of a complaint inquiry that he/she is not compelled to provide information. It is understood that an employee participating in a complaint inquiry or the informal complaint resolution process may request representation by the individual of his/her choice; however, the supervisor conducting the inquiry is not obligated to proceed further with the complaint inquiry process or the informal complaint resolution process. Complaint inquiries or the informal complaint resolution process may be conducted by telephone.
Informal Resolution Process. If the parties are unable to resolve any disputes through the initial resolution process, the parties shall meet with the Department’s Chief Financial Officer (CFO), or designee, for the purpose of attempting to resolve such dispute without the need for formal legal proceedings, as follows:
i. The representatives of the Contractor and the Department shall meet as often as the parties reasonably deem necessary to gather and furnish to each other all information with respect to the matter at issue which the parties believe to be appropriate and germane in connection with its resolution. The representatives shall discuss the problem and negotiate in good faith to resolve the dispute without the necessity of any formal proceeding.
ii. During the course of negotiations, all reasonable requests made by one party to another for non-privileged information reasonably related to this Contract will be honored in order that each of the parties may be fully advised of the other's position.
iii. The specific format for the discussions will be left to the discretion of the designated Department’s and Contractor’s representatives but may include the preparation of agreed upon statements of fact or written statements of position.
iv. Following the completion of this process, the CFO, or designee, will issue a written opinion regarding the issue(s) in dispute. The opinion regarding the dispute will be considered the Department’s final action.
Informal Resolution Process. It is desirable for a contractual dispute(s) between a Faculty member(s) and the Board to be resolved through free and informal communications, starting with the appropriate Administrator at the lowest administrative level. At any such informal meeting, the Faculty member(s) may be accompanied by another non- administrative member of the SIUC Faculty and the Administrator may be accompanied by another administrator. Other persons, mutually agreed upon, may attend any such informal meeting.
Informal Resolution Process. To accommodate the unique nature of sexual harassment complaints, an informal process is provided for the primary resolution of a complaint at the earliest possible date. This process shall, at a minimum, include the following elements: Employees shall first present their complaint to their immediate supervisor. If an employee’s immediate supervisor is the alleged harasser, the employee may present his or her complaint to the next level of supervision. Upon receiving a sexual harassment complaint, the appropriate supervisor shall: Counsel the alleged victim and outline the options available. Obtain a factual written statement of the complaint. Assist in follow-up investigation, interviewing the accused, witnesses, and supervisor, as appropriate, and recommending the disposition of the complaint. The immediate supervisor or other appropriate supervisor/administrator will review the factual information collected to determine whether the alleged conduct constitutes sexual harassment, giving consideration to the record as a whole and the totality of the circumstances, including the nature of the sexual advances and the context in which the alleged incidents occurred, and will take and/or authorize appropriate action.
Informal Resolution Process. Prior to the filing of formal charges, the University and the Union shall make every effort to resolve or remediate the matterinformally. Such informal efforts could include the faculty member, the Union, the academic Department Chair/Head, the Departmental Personnel Committee (or a sub- committee thereof), the Xxxx, and/or the Xxxxxxx or designee(s). Informal efforts to resolve the matter shall not extend beyond thirty days without the xxxxx://xxx.xxxxxx.xxx/sites/xxxxxx.xxx/files/content/policies/board/academic/Policy_on_Responsible_Conduct_of_ R esearch_and_Scholarly_Activities_7-24-12.pdf written agreement of the faculty member and the academic Department Chair/Head.
Informal Resolution Process. Prior to the filing of formal charges, the University and the Union shall make every effort to resolve or remediate the matter informally. Such informal efforts could include the faculty member, the Union, the academic Department Chair, the Departmental Personnel Committee (or a sub-committee thereof), the Xxxx, and/or the Xxxxxxx or designee(s). Informal efforts to resolve the matter shall not extend beyond thirty days without the written agreement of the faculty member and the academic Department Chair.
Informal Resolution Process. Filing and Informal Resolution
Informal Resolution Process. In cases of dereliction or incompetence in the performance of duties and, at the University’s discretion in other instances, the University will make reasonable attempts at remediation prior to invoking formal dismissal procedures. The informal resolution process shall be initiated by the Xxxxxxx or Chancellor (“Initiating Officer”), who shall convene the department personnel committee, the college xxxx, the individual unit member concerned, and their union representative to review the matter and explore a mutually acceptable resolution. Without the written consent of the individual unit member concerned and the Initiating Officer, informal attempts at resolution shall not extend beyond thirty days from the initiation of such informal resolution process.
