Limitations on the Authority of the Ombudsperson Sample Clauses

Limitations on the Authority of the Ombudsperson. 1. Receiving Notice for the University Communication to the Ombudsperson will not constitute notice to the University. This includes allegations that may be perceived to be violations of laws, regulations or policies, such as sexual harassment, issues covered by whistleblower policy, or incidents subject to reporting under the Clery Act. Although the Ombudsperson may receive such allegations, he/she is not a “campus security authority” as defined in the Clery Act, nor is he/she required to report these allegations to the University. In addition, if the visitor discloses such allegations and expresses a desire to make a formal report, the Ombudsperson will refer the visitor to the appropriate CGU office(s) for administrative or formal grievance processes.
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Limitations on the Authority of the Ombudsperson. Formal Processes and Investigations The Ombudsperson will not conduct formal investigations of any kind. The Ombudsperson will also not participate willingly in the substance of any formal dispute processes, outside agency complaints or lawsuits, either on behalf of a visitor to the Ombudsperson or on behalf of the Company. Collective Bargaining Agreements The Ombudsperson may not inquire (informally or otherwise) into the application or interpretation of a collective bargaining agreement, or into the alleged violation of the duty of fair representation against a certified union. Record Keeping The Ombudsperson will not keep records for the Company, and will not create or maintain documents or records for the Company about individual matters. Notes and any other materials related to a matter will be maintained in a secure location and manner, and will be destroyed once the Ombudsperson concludes its involvement in a matter. Advocacy for Parties The Ombudsperson will not act as an advocate for any party in a dispute, nor will he/she represent management or visitors to the office. Adjudication of Issues The Ombudsperson will not have authority to adjudicate, impose remedies or sanctions, or to enforce or change Company policies or rules. Receiving Notice for the Company Communication to the Ombudsperson will not constitute notice to the Company. This includes allegations that may be perceived to be violations of laws, regulations or policies, such as sexual harassment, issues covered by whistleblower policy, or incidents subject to reporting under the Clery Act. Although the Ombudsperson may receive such allegations, he/she is not a “company security authority” as defined in the Clery Act, nor is he/she required to report these allegations to the Company. In addition, if the visitor discloses such allegations and expresses a desire to make a formal report, the Ombudsperson will refer the visitor to the appropriate office(s) for administrative or formal grievance processes. Putting the Company on Notice If a visitor would like to put the Company on notice regarding a specific situation, or wishes for information to be provided to the Company, the Ombudsperson will provide the visitor with information so that the visitor may do so himself/herself. In extremely rare situations an Ombuds may have an ethical obligation to put the Company on notice. This will take place only when there is no other responsible option. If the Ombudsperson decides to puts the Company...
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