Open Door. June 13th,
Open Door. The first step in resolving a dispute is to use the Open Door. If the Employee has a workplace concern or dispute, they are to bring it to the attention of their manager. If, for any reason, the Employee does not feel they can talk to their manager about the problem, the Employee should then bring it to the attention of the next person in their chain of supervision, such as their General Manager/Managing Partner, Director, Senior Vice President, etc., or they may contact a representative from Employee Relations or Human Resources at 0-000-000-0000. In addition, the Employee may contact the DRP Department toll free at 0-000-000-0000, via email at XXX@xxxxxx.xxx, or regular mail: c/o Dispute Resolution Department, Xxxxxx, 0000 Xxxxxx Xxxxxx Drive, Orlando, FL 32837. Open Door allows for an open and honest exchange by the people who are closest to the problem and often provides the best insight and opportunity for mutual resolution. The Employee can use all of the steps of DRP or discuss any issue/dispute without fear of retaliation.
Open Door. Adult Learning Centre will not be under any obligation to make payment to the Subcontractor in respect of Learners or Price over and above any upper limit on the number of Learners or Price (as the case may be) permissible on the Programme(s) that is agreed between the parties as set out in Schedule 4.
Open Door. Employees are encouraged to bring 22 their concerns and ideas for improvement to their supervisor or 23 to any other manager they feel comfortable approaching. The 24 Company and the Union will support informal and prompt 25 solutions to problems that employees might encounter. This 26 does not preclude a member’s right to Union representation 27 under the law or grievance procedure. 28 ARTICLE 16
Open Door. The District has an Open Door Policy. Employees who have job-related concerns or complaints are encouraged to talk them over with their supervisor or any other management representative with whom they feel comfortable. The District believes that employee concerns are best addressed through this type of informal and open communication. No employee will be disciplined or otherwise penalized for raising a good-faith concern. Employees are encouraged to raise work-related concerns with their immediate supervisor, or with a supervisor or other management representative of their choice, as soon as possible after the event that causes the concern. The District will attempt to keep all such expressions of concern, their investigation, and the terms of their resolution confidential. However, in the course of investigating and resolving the concern, some dissemination of information to others may be appropriate. Employees who feel that their work-related concern should be brought to the attention of the District by written complaint and formal investigation may use the “Grievance Procedure” set forth below.
Open Door a. The Shelter System does not come with a door closer solution. Therefore, all doors must remain in a closed position for the locking mechanism to work. If a door is open when a lockdown is initiated it will still revert to a locked position but will need to be manually closed to restrict the area.
Open Door. The first step in resolving a dispute is to use the Open Door. If the Employee has a workplace concern or dispute, they are to bring it to the attention of their manager. If, for any reason, the Employee does not feel they can talk to their manager about the problem, the Employee should then bring it to the attention of the next person in their chain of supervision, such as their General Manager, Director, etc., or they may contact a representative from Employee Relations or Human Resources at 0-000-000-0000. In addition, the Employee may contact the DRP Department, by calling toll free, 0-000-000-0000, or in writing to: Dispute Resolution Department, 0000 Xxxxxx Xxxxxx Drive, Orlando, FL 32837. Open Door allows for an open and honest exchange by the people who are closest to the problem and often provides the best insight and opportunity for mutual resolution. The Employee can use all of the steps of DRP or discuss any issue/dispute without fear of retaliation.
