Public Complaint Sample Clauses

Public Complaint. Public complaints shall be handled in accordance with the adopted policies and procedures of the Board of Education. Such policies and procedures shall not be subject to collective bargaining. In each step of the Board’s policy or procedure, a teacher may request, and be granted, an Association representative of the teacher’s choosing. Except where the possibility of irreparable harm and damage might take place unless the Administration and/or the Board takes immediate action, complaints lodged against teachers by students, parents, or members of the community should be resolved informally by the building principal. Discipline of a teacher within the bargaining unit by an administration shall, upon request of the teacher, be in the presence of an Association representative and the administrator making the charge or imposing the disciplinary action.
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Public Complaint. 3 28.1 No disciplinary action, negative and/or unsatisfactory evaluation, shall be 4 taken based upon information received from a complaint from a member 5 of the public or an employee of the District unless the following procedure 6 has been followed. 7 28.1.1 The bargaining unit member will be advised of the existence 8 and substance of the complaint within five (5) workdays of the 9 receipt of the complaint. 10 28.1.2 Should either party or the administrator believe the allegations 11 in the complaint warrant a meeting, the immediate supervisor 12 shall schedule a meeting between the bargaining unit member 13 and the complainant. If such a meeting is scheduled during the 15 member will be released without loss of pay to attend the meet- 17 an advocate. 18 28.1.3 The bargaining unit member may respond to the substance of 19 the complaint orally or in writing within ten (10) workdays after 20 notification of the complaint. At any meeting called to discuss 21 the complaint, the bargaining unit member may be represented 22 by an Association representative. 23 28.1.4 Complaints which are withdrawn or shown to be false shall nei-
Sample 1Sample 2Sample 3
Public Complaint. 31.1 The Board of Education recognizes the integrity and professionalism of its employees and desires to support their actions in such a manner that employees are freed from unnecessary, spiteful, or negative criticism and complaints. 31.2 Every effort should be made to resolve complaints concerning school District employees at the earliest possible stage in accordance with the following procedures: 31.2.1 Complaints concerning District personnel should, whenever possible, be made by the complainant directly to the employee against whom the complaint is lodged. 31.2.2 Complaints not resolved at the informal level, above, shall be directed by the complainant to the employee's administrative supervisor. 31.2.2.1 Any complaint regarding an employee's job performance which may affect the employee's evaluation shall be discussed with the employee as soon as possible. 31.2.2.2 Should the administrator or involved employee deem it appropriate, a meeting shall be requested with the complainant, employee and administrator to review the stated concern. Such meeting shall be held at a reasonable time (within the employee workday) and place mutually agreed upon by the parties. Adequate notice of the complaint involved and the nature of the complaint shall be given to the employee(s) prior to the meeting. 31.2.2.3 If informal discussion between the administrator and complainant fails to bring about resolution of the complaint, the complainant shall be requested to state the complaint in writing. Such written complaint shall be discussed with the involved employee. Failure of the complainant to state the complaint in writing shall be deemed by the District to be withdrawal of the complaint. 31.2.2.4 The administrative supervisor shall appropriately review and analyze the written complaint and submit resolution strategies to the complainant and involved employee. 31.2.3 If the complaint, after review by the administrative supervisor, remains unresolved, the supervisor shall refer the written complaint, together with the supervisor's report and analysis of the situation, to the Superintendent/ designee. The resolution decision of the Superintendent/designee shall be final, unless appealed to the Board of Education. 31.2.4 The Board of Education is not required to consider the appeal. In the event the Board of Education chooses to consider the appeal, no hearing will be held on any complaint unless and until the Board has received the Superintendent's written report concer...
Sample 1
Public Complaint. INVESTIGATION (Temporary Employees) If an Agency receives a complaint against an employee and the Agency chooses to conduct an investigation of the matter, the Agency shall notify the employee of the investigation. Such notice is not required in instances involving criminal investigations, undercover or confidential investigations, or in situations where the investigation may be jeopardized by such notice.
Sample 1Sample 2
Public Complaint. 3 28.1 No disciplinary action, negative and/or unsatisfactory evaluation, shall be 4 taken based upon information received from a complaint from a member 5 of the public or an employee of the District unless the following procedure 6 has been followed. 7 28.1.1 The bargaining unit member will be advised of the existence 8 and substance of the complaint within five (5) workdays of the 9 receipt of the complaint. 10 28.1.2 Should either party or the administrator believe the allegations 11 in the complaint warrant a meeting, the immediate supervisor 12 shall schedule a meeting between the bargaining unit member 13 and the complainant. If such a meeting is scheduled during the 15 member will be released without loss of pay to attend the meet- 17 an advocate. 18 28.1.3 The bargaining unit member may respond to the substance of 19 the complaint orally or in writing within ten (10) workdays after 20 notification of the complaint. At any meeting called to discuss 21 the complaint, the bargaining unit member may be represented 22 by an Association representative. 23 28.1.4 Complaints which are withdrawn or shown to be false shall nei- 24 ther be placed in the bargaining unit member’s personnel file 25 nor utilized in any evaluation or disciplinary action against the 27 that the substance of a complaint is true, following this proce- 28 dure, the complaint may be placed in the bargaining unit mem- 29 ber’s personnel file. Any complaint, which is neither deter- 30 mined to be true or false, will be put in a “complaint file” for up 31 to three (3) years. Such a complaint will be discarded after three 1 (3) years from the date of the complaint, unless a similar com-
Sample 1Sample 2
Public Complaint. 2 28.1 No disciplinary action, negative and/or unsatisfactory evaluation, shall be 3 taken based upon information received from a complaint from a member 4 of the public or an employee of the District unless the following procedure 5 has been followed. 6 28.1.1 The bargaining unit member will be advised of the existence 7 and substance of the complaint within five (5) workdays of the 8 receipt of the complaint. 9 28.1.2 Should either party or the administrator believe the allegations 10 in the complaint warrant a meeting, the immediate supervisor 11 shall schedule a meeting between the bargaining unit member 12 and the complainant. If such a meeting is scheduled during the 13 bargaining unit member's normal work time, the bargaining unit 14 member will be released without loss of pay to attend the meet- 15 ing. The complainant may be accompanied at such meeting by 16 an advocate. 17 28.1.3 The bargaining unit member may respond to the substance of 18 the complaint orally or in writing within ten (10) workdays after 19 notification of the complaint. At any meeting called to discuss 20 the complaint, the bargaining unit member may be represented 21 by an Association representative. 22 28.1.4 Complaints which are withdrawn or shown to be false shall nei- 23 ther be placed in the bargaining unit member’s personnel file 24 nor utilized in any evaluation or disciplinary action against the 26 that the substance of a complaint is true, following this proce- 27 dure, the complaint may be placed in the bargaining unit mem- 28 ber’s personnel file. Any complaint, which is neither deter- 29 mined to be true or false, will be put in a “complaint file” for a 30 period of three (3) years. Such a complaint will be discarded af- 31 ter three (3) years from the date of the complaint, unless a simi- 32 lar complaint regarding the same bargaining unit member is 1 filed; in that case, the first complaint will become part of the 2 new complaint file and will be dealt with consistent with this 3 procedure as a part of the second complaint.
Sample 1
Public Complaint. 3 28.1 No disciplinary action, negative and/or unsatisfactory evaluation, shall be 4 taken based upon information received from a complaint from a member 5 of the public or an employee of the District unless the following procedure 6 has been followed. 7 28.1.1 The bargaining unit member will be advised of the existence 8 and substance of the complaint within five (5) workdays of the 9 receipt of the complaint. 10 28.1.2 Should either party or the administrator believe the allegations 11 in the complaint warrant a meeting, the immediate supervisor 12 shall schedule a meeting between the bargaining unit member 13 and the complainant. If such a meeting is scheduled during the 15 member will be released without loss of pay to attend the meet- 17 an advocate.
Sample 1
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Public Complaint. Public complaints shall be handled in accordance with the adopted policies and procedures of the Board of Education. Such policies and procedures shall not be subject to collective bargaining. In each step of the Board’s policy or procedure, a teacher may request, and be granted, an Association representative of the teacher’s choosing.
Sample 1
Public Complaint. 4 28.1 No disciplinary action, negative and/ or unsatisfactory evaluation, 5 shall be taken based upon information received from a complaint 6 from a member of the public or an employee of the District unless 7 the following procedure has been followed. 8 28.1.1 The bargaining unit member will be advised of the exis- 9 tence and substance of the complaint within five (5) 10 workdays of the receipt of the complaint. 11 28.1.2 Should either party or the administrator believe the alle- 12 gations in the complaint warrant a meeting, the immedi- 13 ate supervisor shall schedule a meeting between the bar- 14 gaining unit member and the complainant. If such a 15 meeting is scheduled during the bargaining unit mem- 16 ber's normal work time, the bargaining unit member will 17 be released without loss of pay to attend the meeting. The 18 complainant may be accompanied at such meeting by an 19 advocate. 20 28.1.3 The bargaining unit member may respond to the sub- 22 workdays after notification of the complaint. At any 23 meeting called to discuss the complaint, the bargaining 24 unit member may be represented by an Association repre- 25 sentative. 26 28.1.4 Complaints which are withdrawn or shown to be false 27 shall neither be placed in the bargaining unit member’s 28 personnel file nor utilized in any evaluation or discipli- 29 nary action against the bargaining unit member. Should 30 the administrator determine that the substance of a com- 31 plaint is true, following this procedure, the complaint may 1 be placed in the bargaining unit member’s personnel file.
Sample 1

Related to Public 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 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.

  • Complaints If you have a complaint relating to the sale of energy by us to you, or this contract generally, you may lodge a complaint with us in accordance with our standard complaints and dispute resolution procedures. Note: Our standard complaints and dispute resolution procedures are published on our website.

  • Filing a Complaint If an employee believes that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it. First, request a stop of the unwanted behaviour. Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome. It is advisable to document the events, complete with times, dates, location, witnesses and details. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. The incident should be brought to the attention of your Supervisor and/or Committeeperson.

  • 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.

  • 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;

  • Grievance Investigation The Employer agrees to supply to the Union the names of all applicants for a vacancy, or new position in the course of a grievance investigation.

  • COMPLAINTS AND GRIEVANCES 7.01 If an employee has a complaint concerning the application, interpretation, administration, or alleged violation of any of the provisions of this Agreement, he/she shall take the matter up orally with his/her immediate Supervisor or designate within five (5) business days after the circumstance giving rise to the complaint. The Supervisor or designate will give his/her answer to the 7.02 If such complaint or question is not settled to the satisfaction of the employee, then the following steps of the grievance procedure may be invoked in order. It is understood that a grievance must be lodged within five (5) business days after receiving the Supervisor’s or designate response to the complaint as per article 7.01. STEP 1 Any employee grievance shall be set forth in writing, in duplicate, and shall be presented to the Supervisor. The submissions shall include reference to the specific clause and article of the Agreement allegedly violated or misinterpreted and redress sought. The Supervisor shall review the grievance and reply in writing to the Union within five (5) business days, giving his/her disposition and his/her reason thereof. STEP 2 If a settlement has not been reached under Step 1, the employee may within five (5) business days of the Supervisor's reply, refer the grievance to the Administrator of the Home, at interest, or his/her nominee. The Administrator of the Home or his/her nominee together with the employee and his/her Supervisor, and his/her Xxxxxxx, shall meet within five (5) business days of reference to the Administrator of the Home. The Administrator of the Home shall give his/her reply in writing to the Union within five (5) business days after date of meeting. STEP 3 If settlement has not been reached under Step 2, the employee may refer the grievance to his/her Union Grievance Committee which may within five (5) business days of the Administrator's reply refer the grievance to the Director of Human Resources or his/her designate. Within five (5) business days the Director of Human Resources or his/her designate together with such other representation as may be chosen to represent the Employer shall meet with the Union Grievance Committee to discuss the grievance. At this meeting a full-time representative of the Union may be present, if his/her presence is requested by the Employer or the Union. Written reply to the grievance shall be given to the Union within five (5) business days after such meeting. If a grievance is not settled to the satisfaction of either party to this Agreement by the procedure outlined above, then either party may, within ten (10) working days of the reply of the Director of Human Resources, refer the grievance to arbitration in accordance with the provisions contained in Article 9. 7.03 Any of the time allowances provided in the Article may be extended by mutual agreement in writing between the Union and the Employer. 7.04 Notwithstanding the provisions of the Ontario Labour Relations Act, any grievance not initiated or appealed at any stage of the grievance procedure, including reference to arbitration within the limits stipulated, shall be considered settled on the basis of the last decision and NOT subject to further appeal. 7.05 No employee written reprimand shall be entered in an employee's personnel file unless the employee and Local Recording Secretary or designate are given a copy of such written reprimand. 7.06 Saturdays and Sundays and paid holidays shall not be considered working days within the scope of this Article.

  • Investigatory Interview When the employee under investigation is to be interviewed concerning the alleged conduct which could result in discharge or other discipline, the employee and his or her representative shall be notified in writing, at least forty-eight (48) hours prior to the interview. In the event of an emergency, such reasonable notice as the circumstances permit shall be given. The notice shall state that an official investigation is being conducted and shall state the subject matter of the investigatory interview. a. Prior to being interviewed pursuant to this section, the employee shall be afforded a reasonable opportunity and facilities to contact and consult privately with his or her union representative or union attorney. b. Any interview of an employee under this section shall be conducted at a reasonable time, at a suitable location and, when practicable, on the department’s premises when the employee is on duty. The union representative or union attorney may participate in the interview. c. The interview shall be limited to questions that are directly, narrowly, and specifically related to the employee’s job performance as it relates to the allegation(s) or complaints. The employee shall not be subjected to any offensive language nor be threatened with transfer, dismissal or other disciplinary action. Confidentiality of the interview shall be maintained.

  • 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.

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