Parental Complaint Sample Clauses

Parental Complaint. In the event a Professional Employee receives a parental complaint, the employee should attempt to resolve the difficulty by meeting with the parent. In the event that either party feels that the matter cannot be resolved by an employee-parent conference, or the matter is not resolved at an employee-parent conference, then the conflict resolution conference steps listed below will be initiated: A. Parent-employee-building principal B. Parent-employee-building principal-superintendent C. Parent-employee-building principal-superintendent-board In the event an administrator receives a parental complaint about a Professional Employee, the employee will be notified of the complaint. The employee should attempt to resolve the difficulty by meeting with the parent. In the event that either party feels that the matter cannot be resolved by a parent-employee conference, or the matter is not resolved at a parent- employee conference, then the conflict resolution conference steps listed below will be initiated A. parent-employee-building principal
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Parental Complaint. The District will encourage parents having complaints relative to a teacher to follow Board policy by meeting first with the teacher, then principal, then Superintendent, and, if necessary, thereafter the Board. In no case will an administrator take any disciplinary action against a teacher based on a parental complaint without first having a conference with the teacher and making every reasonable effort to schedule a parent-teacher conference. These provisions will not apply to any situation giving rise to any reports as may be required by law to the Department of Children and Family Services alleging child abuse and/or neglect.
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Parental Complaint. In the event a Professional Employee receives a parental complaint, the employee should attempt to resolve the difficulty by meeting with the parent. In the event that either party feels that the matter cannot be resolved by an employee-parent conference, or the matter is not resolved at an employee-parent conference, then the conflict resolution conference steps listed below will be initiated: 1. Parent-employee-building principal 2. Parent-employee-building principal-superintendent 3. Parent-employee-building principal-superintendent-board In the event an administrator receives a parental complaint about a Professional Employee, the employee will be notified of the complaint. The employee should attempt to resolve the difficulty by meeting with the parent. In the event that either party feels that the matter cannot be resolved by a parent-employee conference, or the matter is not resolved at a parent- employee conference, then the conflict resolution conference steps listed below will be initiated 1. parent-employee-building principal 2. parent-employee-building principal-superintendent 3. parent-employee-building principal-superintendent-board It is the responsibility of all Professional Employees, administrators, and board members contacted by a parent with a complaint to inform the parent of this complaint procedure. A Professional Employee shall be disciplined only for cause. Charges and/or complaints which may form the basis for disciplinary action shall be made available to the employee and the employee shall be given the opportunity to respond before any disciplinary action is taken. Parental complaints shall not serve as the basis for comments on the evaluation of a Professional Employee unless the Professional Employee has been made aware of the complaint and has been afforded an opportunity to respond.
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Parental Complaint. A. The Administration and each bargaining unit member shall make every effort to resolve parental complaints concerning members through various avenues of personal conferences and contacts between the member, pupil, parent, principal and/or other appropriate staff personnel. If such conferences do not lead to understanding and resolution of the problems involved, a parent may pursue further action by submitting a complaint against a member which must be in writing, signed, and dated, to the employee's immediate supervisor. B. Further action shall be initiated by the following procedure: 1. If requested by the complainant or member, a meeting involving the member, the member's immediate supervisor, and the complaining parent will be arranged as soon as possible to discuss the complaint. 2. If no resolution is reached, either the complaining parent or member may appeal to the Superintendent who shall attempt to resolve the problem. If either party is not satisfied with the disposition, they may appeal to the Board. 3. In each of the steps above, a member and/or parent may request and be accompanied by counsel and/or representative of his/her choosing provided notification is given by either party to the other no less than twenty-four (24) hours in advance of the meeting. 4. All complaints received by a Board member or the Superintendent which may result in action being taken against the member shall be referred to the employee's immediate supervisor. 5. In the event of an uncooperative complaining parent, the above procedure will still be followed to the maximum extent possible with the further understanding that no action will be taken against a member on the basis of the complaint unless its allegations are independently corroborated by credible evidence. C. Any parental complaints which are placed in official personnel files shall be treated in accordance with the appropriate provisions of this Agreement. All such complaints must be signed and dated. A copy of any such document shall be given to the member(s) involved at the time they are placed in the personnel file.
Sample 1Sample 2
Parental Complaint. If a Principal receives a complaint from a parent about a teacher which the Principal believes will likely result in disciplinary action, the Principal will investigate the complaint and communicate with the teacher regarding the complaint before taking any final disciplinary action.
Sample 1
Parental Complaint. With regard to complaints, information and/or materials received by the District from a parent relating to employee misconduct, the following shall apply: 1. Per the District’s Chain of Command, the parent of any District student who has a complaint concerning an employee shall address and seek a mutual resolution of such complaint with the employee. The parent may request that a building administrator be present during any meetings with the employee. If the parent is uncomfortable about addressing the complaint with the employee, then a building administrator shall do so on the parent's behalf. For good cause as determined by the building principal or designee, an employee may be excused from meeting with the parent, and a building administrator shall do so on the employee's behalf. Whenever a meeting is convened concerning a parent complaint, the employee may elect to have an Association representative present during the meeting. 2. If a meeting is held and the complaint is not resolved, then the complaint will be reduced to writing by the Administration with copies provided to the employee and the employee's immediate supervisor, and the employee may make a written response to such complaint which shall be attached to the District's copies of such complaint. In such cases, the Administration shall take corrective and/or disciplinary measures, if warranted, in order to resolve the complaint. 3. Complaints which are determined to be false or are not substantiated shall not be referenced in the employee's personnel file nor used in any current or subsequent evaluation or disciplinary action concerning such employee.
Sample 1
Parental Complaint. In the event a Professional Employee receives a parental complaint, the employee should attempt to resolve the difficulty by meeting with the parent. In the event that either party feels that the matter cannot be resolved by an employee-parent conference, or the matter is not resolved at an employee-parent conference, then the conflict resolution conference steps listed below will be initiated: 1. Parent-employee-building principal 1. Parent-employee-building principal-superintendent
Sample 1

Related to Parental Complaint

  • Customer Complaints Each party hereby agrees to promptly provide to the other party copies of any written or otherwise documented complaints from customers of Dealer received by such party relating in any way to the Offering (including, but not limited to, the manner in which the Shares are offered by the Dealer Manager or Dealer), the Shares or the Company.

  • Complaints Investigation The employee who complains of harassment under the provisions of the Human Rights Code must first comply with the Employer’s harassment policy procedures before filing a grievance or human rights complaint.

  • Complaint To commence a proceeding, the complaining party (or parties) shall provide by certified mail, return receipt requested, a written Complaint to the BCBSA Corporate Secretary (which shall also constitute service on BCBSA if it is a respondent) and to any Plan(s) and/or Controlled Affiliate(s) named therein. The Complaint shall contain:

  • Complaints Process The School shall establish and adhere to a process for resolving public complaints which shall include an opportunity for complainants to be heard. The final administrative appeal shall be heard by the School's Governing Board, except where the complaint pertains to a possible violation of any law or term under this Contract. The complaints process shall be readily accessible from the School’s website, as described in Section 11.4.1.

  • Product Complaints Subdistributor shall promptly notify Distributor of (but in no event later than 24 hours after receipt), and provide, upon Distributor’s request, reasonable assistance to address and investigate, any complaint or adverse claim about any Product or its use of which Subdistributor becomes aware;

  • Informal Grievance 1. Within fourteen (14) calendar days of the event giving rise to a grievance, the grievant shall present the grievance informally for disposition by the immediate supervisor or at any appropriate level of authority within the department. 2. Presentation of an informal grievance shall be a prerequisite to the institution of a formal grievance.

  • Corrective Action Despite its right to terminate this Agreement pursuant to this Article, the LHIN may choose not to terminate this Agreement and may take whatever corrective action it considers necessary and appropriate, including suspending Funding for such period as the LHIN determines, to ensure the successful completion of the Services in accordance with the terms of this Agreement.

  • Appeals Process The Participants acknowledge that, pursuant to local ordinances, regulations, and rules, each Participant has its own procedures by which matters relating to the calculation, assessment, and collection of business license taxes may be appealed. With respect to Impositions subject to this Agreement, however, each Participant has enacted a local ordinance by which appeals relating to such Impositions are excluded from the otherwise applicable local ordinance. Each Participant agrees that the appeals process described in this Section shall apply to all appeals relating to Impositions subject to this Agreement. Each Participant hereby consents to the adoption of the appeals process described in this Section; specifically declares its intention that such appeals process shall be deemed an exception to its otherwise applicable local ordinances, regulations, and rules; and agrees that it has or will approve such appeals process by appropriate local action. (a) There is hereby created a board for purposes of hearing appeals pursuant to this Section (the “Appeals Board”). The Appeals Board shall contain three members. The President of the Association, the Executive Director of the Association, and the President of the South Carolina Business Licensing Officials Association (“BLOA”) shall each serve ex officio as members of the Appeals Board, with terms of office coterminous with their terms as officers of the Association or BLOA, as appropriate. The President of the Association, or in his or her absence the Executive Director of the Association, shall serve as chair at meetings of the Appeals Board. (b) With respect to the calculation, assessment, and collection of Impositions, the following appeals process, as required by Section 6-1-410, shall apply. (1) If a taxpayer fails or refuses to pay an Imposition by the date on which such Imposition is due, the LRS Business License Official may serve notice of assessment of the Imposition due on the taxpayer by mail or personal service. Within thirty days after the date of postmark or personal service, a taxpayer may request, in writing with reasons stated, an adjustment of the assessment. An informal conference between the LRS Business License Official and the taxpayer must be held within fifteen days of the receipt of the request, at which time the taxpayer may present any information or documents in support of the requested adjustment. Within five days after the conference, the LRS Business License Official shall issue a notice of final assessment and serve the taxpayer by mail or personal service with the notice and provide a form for any further appeal of the assessment by the taxpayer. (2) Within thirty days after the date of postmark or personal service, the taxpayer may appeal the notice of final assessment by filing a completed appeal form with the LRS Business License Official, by mail or personal service, and by paying to LRS in protest at least eighty percent of the business license tax based on the final assessment. The appeal must be heard and determined by the Appeals Board. The Appeals Board shall provide the taxpayer with written notice of the hearing and with any rules of evidence or procedure prescribed by the Appeals Board. The hearing must be held within thirty days after receipt of the appeal form unless continued to another date by agreement of the parties. A hearing by the Appeals Board must be held at a regular or specially called meeting of the Appeals Board. At the appeals hearing, the taxpayer and LRS have the right to be represented by counsel, to present testimony and evidence, and to cross-examine witnesses. The hearing must be recorded and must be transcribed at the expense of the party so requesting. The Appeals Board shall decide the assessment by majority vote. The Appeals Board shall issue a written decision explaining the basis for the decision with findings of fact and conclusions and shall inform the taxpayer of the right to request a contested case hearing before the Administrative Law Court. The written decision must be filed with the LRS Business License Official and served on the taxpayer by mail or personal service. The decision is the final decision of LRS on the assessment. (3) Within thirty days after the date of postmark or personal service of LRS’s written decision on the assessment, a taxpayer may appeal the decision to the Administrative Law Court in accordance with the rules of the Administrative Law Court.

  • Corrective Action Plan Within fifteen (15) Business Days following the establishment of the Joint Remediation Committee, the Purchasers, in consultation with the Sellers, shall prepare and submit to the Joint Remediation Committee an initial draft of the Corrective Action Plan. The parties shall work in good faith through the Joint Remediation Committee to finalize the Corrective Action Plan within fifteen (15) Business Days of the Purchasers’ submission of the initial draft of the Correct Action Plan. At the end of such period, if the Sellers reasonably determine that the Corrective Action Plan proposed by the Purchasers (as may be modified over the course of such period) would not reasonably be expected to satisfactorily address the Major Default, then the Sellers may escalate the issue to the Head of Commercial Capital (or equivalent leader of any successor business unit) of the Seller Group and the Chief Executive Officer of the Bank Assets Purchaser (the “Senior Executives”) and the Senior Executives shall work collaboratively (including with the Joint Remediation Committee) to develop a mutually agreeable Corrective Action Plan within fifteen (15) Business Days.

  • Procurement Related Complaints and Administrative Review 49.1 The procedures for making a Procurement-related Complaint are as specified in the TDS. 49.2 A request for administrative review shall be made in the form provided under contract forms.