Options for Resolution Sample Clauses

Options for Resolution. If an employee believes they have been subjected to discrimination, sexual harassment or workplace harassment, they have a range of options to address the issue in a manner appropriate to their needs and situation. They may use one or more options including, but not limited, to the following: (i) take direct action by informing the individual who is the source of the behaviour that it is unwelcome and unwanted, and request that the individual stop the behaviour, and by documenting the events including the date, time, location, witnesses, and details; (ii) consult with 1 of the 4 Intake Offices that administers the Discrimination and Harassment Policy, and the Sexual Violence Policy: Employee/Labour Relations, Equity and Inclusion Office, Student Support & Case Management Office, and the Faculty of Health Sciences Professionalism Office; (iii) seek assistance from their Xxxx, Chair, Supervisor, or an Intake Office in addressing the issue through an informal resolution process; (iv) initiate a formal complaint under the applicable Policy with one of the Intake Offices, or a grievance under Article 10 with the assistance of a Union Representative; (v) file a complaint with the Ontario Human Rights Tribunal; (vi) consult with a Union Representative or CUPE’s Equity Action Officer and seek assistance in addressing the issue. If an employee believes they have been subjected to discrimination, sexual harassment or workplace harassment and brings forward a related concern or a complaint to 1 of the Intake Offices, they will be informed of the options available to her pursuant to Article 6.01(f).
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Options for Resolution. (a) If an Employee believes she has been subjected to discrimination, sexual harassment or workplace harassment she may elect to submit a grievance under this Agreement or to file a complaint under the University’s Sexual Harassment Policy or the University’s Anti-Discrimination Policy. (b) An Employee who elects to file a grievance under this Agreement shall have access to the mediation process in the University’s Sexual Harassment Policy and/or Anti-Discrimination Policy prior to the grievance procedure and may be accompanied by a Union Xxxxxxx during the process. An Employee may withdraw from the informal resolution process at any time. (c) An Employee who files a grievance under this Agreement alleging discrimination contrary to this Article may meet with the University’s Human Rights & Equity Services Office prior to the Stage 1 meeting of the grievance procedure and may be accompanied by a Union Xxxxxxx. Thereafter, an Employee may resume the grievance process. (d) Employees electing to proceed with a complaint under the University’s Sexual Harassment Policy and/or Anti-Discrimination Policy shall have the right to be accompanied by the Union Xxxxxxx at any stage of the process.
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Options for Resolution. If, for any Affiliation Year, the aggregate liability for Article IX Taxes with respect to the remaining Ameriprise Unsettled Issues exceeds $1,000,000, AXP may select one of two options: (i) retain complete control over and liability for the remaining Ameriprise Unsettled Issues, or (ii) cede complete control to Ameriprise for the remaining Ameriprise Unsettled Issues. In the event that AXP selects option (ii), Ameriprise shall assume complete responsibility and liability for such issues, but shall proceed with reasonable diligence to resolve the same. In so doing, Ameriprise may, upon ten (10) business days written notice to AXP, fund the prepayment of any remaining Ameriprise Unsettled Issue if the effect of such prepayment is to toll an interest charge for such issue and AXP does not otherwise determine in good faith that such action would adversely affect the U.S. federal income Tax liability of a member of the AXP Group (other than a member of the Ameriprise Group). In addition, in such event, Ameriprise shall be liable and indemnify AXP and the AXP Affiliates for, but AXP shall control the resolution of, (A) each AXP Issue which is not expressly set forth in the RAR with respect to such Affiliation Year ("New AXP Issues") and (B) each AXP Excess Issue as defined below. For purposes of this Article IX, an "AXP Excess Issue" shall mean an AXP Issue the Tax liability for which (including any related interest, penalties and additions to Tax) exceeds any proposed deficiency set forth in the RAR with respect to such AXP Issue or, if less, the amount of any deficiency with respect to such AXP Issue in an agreement with the IRS reached during Appellate proceedings ("IRS Agreement"). Ameriprise's liability for an AXP Excess Issue shall be an amount equal to the excess, if any, of the actual liability for Taxes (including any related interest, penalties and additions to Tax) with respect to such AXP Excess Issue over the proposed deficiency in the RAR or IRS Agreement, as the case may be.
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Options for Resolution. Individuals who report sexual harassment will be advised of their options for resolution of the complaint. These options include: A. Informal resolution of the complaint pursuant to the University's Equal Opportunity Complaint Procedure of Policy No. 00-00-000; or X. Xxxxxx a complaint through the University's Equal Opportunity Complaint Procedure of Policy No. 00-00-000.
Sample 1
Options for Resolution. (a) If an Employee believes to have been subjected to discrimination, sexual harassment or workplace harassment the Employee may elect to submit a grievance under this Agreement or to file a complaint under the University’s Sexual Harassment Policy or the University’s Anti‐ Discrimination Policy. (b) An Employee who elects to file a grievance under this Agreement shall have access to the mediation process in the University’s Sexual Harassment Policy and/or Anti‐Discrimination Policy prior to the grievance procedure and may be accompanied by a Union Xxxxxxx during the process. An Employee may withdraw from the informal resolution process at any time. (c) An Employee who files a grievance under this Agreement alleging discrimination contrary to this Article may meet with the University’s Human Rights & Equity Services Office prior to the Stage 1 meeting of the grievance procedure and may be accompanied by a Union Xxxxxxx. Thereafter, an Employee may resume the grievance process.
Sample 1
Options for Resolution. Individuals who report discrimination will be advised of their options for resolution of the complaint. Depending on the nature of the complaint, these options include: A. Informal resolution of the complaint, pursuant to the University's Equal Opportunity Complaint Procedure of Policy No. 00-00-000. X. Xxxxxx investigation of the complaint, pursuant to the University's Equal Opportunity Complaint Procedure of Policy No. 00-00-000.
Sample 1
Options for Resolution. If an employee believes they have been subjected to discrimination, sexual harassment or workplace harassment, they have a range of options to address the issue in a manner appropriate to their needs and situation. They may use one or more options including, but not limited, to the following: (i) take direct action by informing the individual who is the source of the behaviour that it is unwelcome and unwanted, and request that the individual stop the behaviour, and by documenting the events including the date, time, location, witnesses, and details; (ii) consult with one of the Intake Offices that administer the Discrimination and Harassment Policy and the Sexual Violence Policy: Sexual Violence Prevention and Response Office; Employee/Labour Relations, Equity and Inclusion Office; Student Support and Case Management Office; and the Faculty of Health Sciences Professionalism Office
Sample 1
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Options for Resolution. If an employee believes they have been subjected to discrimination, sexual harassment or workplace harassment, they have a range of options to address the issue in a manner appropriate to their needs and situation. They may use one or more options including, but not limited, to the following: (i) take direct action by informing the individual who is the source of the behaviour that it is unwelcome and unwanted, and request that the individual stop the behaviour, and by documenting the events including the date, time, location, witnesses, and details; (ii) consult with one of the Intake Offices that administer the Discrimination and Harassment Policy and the Sexual Violence Policy: Sexual Violence Prevention and Response Office; Employee/Labour Relations, Equity and Inclusion Office; Student Support and Case Management Office; and the Faculty of Health Sciences Professionalism Office (iii) seek assistance from their Xxxx, Chair, Supervisor, or an Intake Office in addressing the issue through an informal resolution process;
Sample 1

Related to Options for Resolution

  • Error Resolution If you believe that you did not authorize an electronic fund transaction, if you need a copy of a transaction receipt from a Merchant, if you think your statement or receipt is wrong, or if you need more information about a transaction listed on the statement or receipt, you should call or write us at the phone number or address shown at the end of these Regulatory Disclosures under “UMB Contact Information” You should report errors no later than sixty (60) days after information is available to you on your periodic statement or in your electronic statement information concerning the transaction that you believe to be in error or which you believe is a problem. Include the following information: (a) your name and your HSA Deposit Account number; (b) describe the error or the transaction you are unsure about and explain as clearly as you can why you believe it is an error or why you need more information; and (c) the dollar amount of the suspected error. If you tell us orally, we may require that you send us your complaint or questions in writing within ten (10) business days. We will determine whether an error occurred within ten (10) business days after we hear from you and will correct any error promptly. If we need more time, however, we may take up to 45 days to investigate your complaint or question. If we decide to do this, we will credit your account within ten (10) business days for the amount you think is in error so that you will have the use of the money during the time it takes us to complete our investigation. If we ask you to put your complaint or question in writing and we do not receive it within ten (10) business days, we may not credit your account. For errors involving new accounts, point-of-sale, or foreign-initiated transactions, we may take up to 90 days to investigate your complaint or question. For new accounts, we may take up to 20 business days to credit your account for the amount you think is in error. We will tell you the results within three (3) business days after completing our investigation. If we decide that there was no error, we will send you a written explanation. You may ask for copies of the documents that we used in our investigation.

  • Issue Resolution For resolution of issues between CONTRACTOR and ADMINISTRATOR with respect to the 17 implementation and operation of this Agreement or COUNTY’s policies and procedures regarding 18 services described herein, the following sequential steps shall apply:

  • Problem Resolution The parties shall meet and attempt to resolve all disputes and differences that may arise between the parties hereto concerning construction, interpretation, performance, operations, or breach of the matters referred to in this Agreement prior to seeking any legal remedy.

  • ERROR RESOLUTION NOTICE In Case of Errors or Questions About Your Electronic Transfers, Call or Write us at the telephone number or address listed in this disclosure, as soon as you can, if you think your statement or receipt is wrong or if you need more information about a transfer listed on the statement or receipt. We must hear from you no later than 60 days after we sent the FIRST statement on which the problem or error appeared.

  • Disputes Resolution It is the intent of the parties to communicate on a regular basis in a positive and effective manner. The parties agree to communicate areas of concern as they arise and to address those concerns in a professional manner. Any disputes between the Commission and the School which arise under, or are by virtue of, this Contract and which are not resolved by mutual agreement, shall be decided by the full Commission in writing, within 90 calendar days after a written request by the School for a final decision concerning the dispute; provided that where a disputes resolution process is defined for a particular program area (e.g., IDEA, Section 504, etc.), the Parties shall comply with the process for that particular program area; and further provided that the parties may mutually agree to utilize the services of a third-party facilitator to reach a mutual agreement prior to decision by the full Commission. Subject to the availability of an appeal under Ch. 302D, HRS, or BOE administrative rules or procedures, any such decision by the full Commission shall be final and conclusive.

  • Corporate Resolution As of the date hereof, Seller shall have received from Purchaser a certified copy of its corporate resolution approving the execution and delivery of this Agreement and the consummation of the transactions contemplated hereby, together with such other certificates of incumbency and other evidences of corporate authority as Seller or its counsel may reasonably request.

  • DNSSEC proper resolution There is a valid DNSSEC chain of trust from the root trust anchor to a particular domain name, e.g., a TLD, a domain name registered under a TLD, etc.

  • Grievance Resolution If a grievance is resolved at Step 2 or 3 in the procedure as provided herein, the grievant concerned shall indicate acceptance of the resolution by affixing his/her signature in the appropriate space indicated. If the employee has been represented by the Union at the Step of the procedure at which a resolution is reached, the Union representative shall also sign the appropriate document acknowledging that the employee has accepted the resolution. Decisions on grievances where an employee represents him/herself shall not be considered precedent setting or binding with regard to any future grievances filed with respect to the same or similar matters.

  • Formal Resolution 1. Service Provider or TJJD staff who wish to submit problems for resolution may do so in writing, including all relevant information and a recommended resolution (Statement of Problem). 2. The Statement of Problem will be submitted to the designated contact unless the problem specifically involves the designated contact, in which case, it will be submitted to the designated contact’s supervisor. 3. Problems are to be addressed within ten (10) working days; a written decision will be sent to the individual or program that submitted it, with copies retained by the designated contact and the designated contact’s supervisor.

  • Authorizing Resolutions Notwithstanding the foregoing provisions of this section 5.1, an Authorizing Resolution may limit the authority of the Manager and/or confer voting rights on Investor Members.

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