PUBLIC COMPLAINT PROCEDURE. 18.1 Any parent or citizen complaint about an employee shall be reported immediately to the employee by the employee’s supervisor or the Agency Director. Every effort will be made to resolve a complaint at the earliest opportunity. As such, the complainant is encouraged to meet with the employee against whom the complaint is lodged in order to informally resolve the complaint.
18.2 The Agency Director will inform any complainant that wishes action taken against an employee that they must file a complaint in writing within ten (10) days of first contact with the Agency. The complaint shall include the nature and details of the incident that give rise to the complaint, the name, and address of the complainant, and shall be signed and dated by the complainant.
18.3 The employee shall receive a copy of the complaint upon receipt by the Agency, and shall have ten (10) days to respond to the complaint in writing. The employee’s written response shall be attached to the complaint. Should the employee choose not to respond to the complaint it shall not be construed that the allegations are true.
18.4 The complaint and the attached response, if any, shall be kept in a separate file until such time that the Agency Director has investigated the allegations to determine their veracity. Such investigation may include meeting(s) with the complainant and/or the employee. If the Agency Director deems it necessary a meeting with the complainant, employee and student (if applicable), shall be called by the Director for the purpose of attempting to resolve the complaint.
18.5 If after investigation the Agency Director determines that the allegation(s) in the complaint are sufficiently serious to warrant placing the complaint in the employee’s personnel file the Director shall so notify the employee as provided for in Article 2.1 of this Agreement.
18.6 The Director’s decision shall be final unless the complainant, the employee, or the director requests a closed hearing before the Board of Directors on the complaint.
18.7 If it is determined at a later date by action by the Board of Directors, mutual agreement, through the grievance procedure, or in a court of law, that the allegations are untrue, or that the complaint has no basis in fact, all the material related to it shall be removed from the employee’s personnel file and destroyed.
18.8 If the Agency Director determines that the complaint provides sufficiency of cause to initiate disciplinary proceedings against the empl...
PUBLIC COMPLAINT PROCEDURE. At all conferences with a professional staff member/coach concerning a public complaint about that member/coach, the member/coach may request Association representation. If the complaint becomes a matter of written record, and will be used in disciplining or evaluating the teacher, then the teacher shall be afforded the opportunity to answer or rebut such complaint. No unidentified or anonymous complaint shall become part of a teacher's evaluation or personnel file. The Board’s Public Complaints Policy existing as of the time of entry into this Agreement is attached as Appendix B hereto for information purposes.
PUBLIC COMPLAINT PROCEDURE. A. All public complaints, including student complaints, about a teacher shall be followed, as soon as possible, by a personal conference with the complainant(s), the building administrator, and the teacher(s) involved with the alleged problem. The teacher shall have the right to CLFA representation at any such conference.
B. Attempts to resolve public complaints shall begin with the teacher, as soon as possible. All public complaints shall follow a process of teacher to principal to superintendent to the Board. Complaints received by school personnel, other than the teacher(s), shall be referred immediately to said teacher(s) for resolution.
C. Public complaints will not be placed in a teacher's personnel file until the teacher has had an adequate opportunity to resolve the alleged problem and the complaint is proven to have merit. If a public complaint is placed in a teacher's personnel file, a written report will be attached to the complaint by each administrator who has held a conference with the complainant(s) and teacher(s) on the complaint. The teacher will have the right to respond to the public complaint and any administrative written report and such response shall be attached to the complaint and the administrative written report(s). Such administrative written report(s) shall not be construed as a written reprimand relative to the complaint and shall not be written nor placed in a personnel file unless a conference has been held with the complainant(s) and teacher(s).
D. The primary focus of all parties concerned with a public complaint shall be the prompt and equitable resolution of the concern(s).
PUBLIC COMPLAINT PROCEDURE. When a complaint is made to the Board or any of its members or administrators by a student's parents or any other member of the public concerning a teacher's conduct or other activities that relate to the teacher's employment duties, and the concern is thought to be serious enough to become a matter of record, the teacher shall be informed of the stated concern by the appropriate administrator. Anonymous complaints will be disregarded. Complaints about bargaining unit members shall be processed by the Board and its administrators as follows:
1. Complainant shall first discuss the complaint with the teacher or teachers involved. 2 If the Complainant is not satisfied, with the result in Step 1, the Complainant shall be directed to put the complaint in writing. Next, the Complainant shall be required to meet with the building administrator and the teacher(s) involved.
PUBLIC COMPLAINT PROCEDURE. Basic Policy
PUBLIC COMPLAINT PROCEDURE. Within the Dublin City School District, complaints about various school personnel will arise. Many of these complaints can be resolved if there are open channels of communication and if there is mutual trust between and among the various segments of the schools and community. To bring about open channels and trust, the following conditions and procedures should exist:
14.1. If a parent or community member shares a concern with a Board member, the Superintendent, or another administrator, the parent or community member shall be asked if his/her name may be transmitted in communicating this concern to the professional staff member. If the parent or community member does not wish his/her name to be transmitted to the professional staff member, then this initial information alone shall not be used in any formal manner against the professional staff member. If upon investigation it is determined that the concern is legitimate, however, the professional staff member is notified in writing of the specific nature of that concern, and the concern is otherwise documented as deemed appropriate, then it may be used in a formal manner with regard to the professional staff member.
14.2. Every attempt shall be made to recognize and resolve a complaint at the level closest to the professional staff member against whom the complaint is filed. Informal discussion is often the most effective way of resolving complaints, and this procedure is encouraged. When a complaint is received, the person should be encouraged to transmit the concern directly to the professional staff member and/or the immediate administrator of the professional staff member.
14.3. If the complaint cannot be resolved with an informal conference, the formal procedure shall be:
a. At the written request of the complainant or the professional staff member, a meeting shall occur with both parties involved. The meeting shall be conducted by the appropriate administrator. The resolution of the complaint shall be determined by the administrator and shall be shared in writing with both parties. This step may be waived on agreement by both parties.
b. If the complaint is not resolved satisfactorily at the local administrative level, either party may request, in writing, a conference with the Superintendent or his/her representative. The resolution of the complaint shall be determined by the Superintendent or his/her representative and transmitted to both parties in writing.
c. If the complaint remains unresolved ...
PUBLIC COMPLAINT PROCEDURE. 100 When any person makes a complaint to the Administrators, Board, or its members which is serious enough to become a matter of record, the appropriate administrator shall inform the employee of the complaint in a private meeting within a week of the complaint. The employee may have a representative of the Association present. The appropriate administrator and employee shall attempt to resolve that party’s complaint. If the complaint is not resolved the administrator shall attempt to resolve the complaint by establishing a meeting with all parties.
PUBLIC COMPLAINT PROCEDURE. A. COMPLAINT PROCEDURE
1. Community and school communication ideally should be such that most complaints may be resolved through a pre-arranged personal conference with the bargaining unit member and the complainant. If such conferences do not lead to understanding and resolution of problems involved, a complainant may pursue further action by submitting a written complaint against a professional staff member to the principal of the school. The principal will give a copy to the professional staff member. If the individual(s) refused to submit the complaint in writing, then the matter will be considered closed.
2. Further action concerning the complainant will be initiated by the following procedures.
a. If requested by the complainant or the professional staff member, a meeting involving the professional staff member and a representative if so desired, the principal and the complainant will be arranged at a mutually convenient time to discuss the complaint.
b. If it is still unresolved, it may be appealed to the Superintendent.
c. If it is still unresolved, the issue may be appealed to the Board.
PUBLIC COMPLAINT PROCEDURE. A. Receipt of Complaint
1. A parent/guardian of a pupil enrolled in the District or other member of the community may present a complaint regarding a unit member. If further consideration is to be given to the complaint, the complainant must reduce the charge in writing and submit it to the unit member's immediate supervisor.
2. All written complaints shall be made within ten (10) working days from the time of the event giving rise to the complaint.
PUBLIC COMPLAINT PROCEDURE. 9.1 Negative and/or unsatisfactory evaluations shall not be predicated upon information or material of a derogatory or a critical nature, which has been received by the evaluator from students, parents, and/or citizens unless the following procedures have been followed:
9.1.1 Complaints made by parents or community members or other individuals against a specific teacher shall be made to the immediate supervisor of the teacher. If the immediate supervisor is unable to resolve the complaint of the parties involved, the complaint shall be referred to the Superintendent.
9.1.2 The Superintendent or immediate supervisor will discuss written complaints with the teacher within five (5) days of the complaint being received. If either the teacher or the Administrator believes that the complaint warrants a meeting with the complainant a meeting shall be scheduled between all parties at the request of the teacher an Association representative may be present. If the complainant refuses to attend the meeting, the complaint shall not be utilized by the District in any evaluation or disciplinary action against the teacher.
9.1.3 The teacher is entitled to receive a written copy of the complaint and to submit a written response to the complaint.
9.1.4 If the complainant is not satisfied, the Superintendent will present the complaint to the Governing Board in a personnel session of the Board at which the complainant an Association representative and the teacher and a representative designated by the teacher may appear.
9.1.5 The complainant, the Association President and the teacher are to receive prior notice of the time and place of the Board meeting. All parties are entitled to fully present their positions to the Board.
9.2 Complaints, which are withdrawn, shown to be false, or are not sustained by the grievance procedure shall neither be placed in the teacher's personnel file nor utilized in any evaluation or disciplinary action against the teacher.
