Resolving Complaints Sample Clauses

Resolving Complaints. If the User is the subject of a complaint submitted by a third party to Ryerson concerning misuse of the Shield or raising concerns as to the User’s adherence to The Standards, or any other concerns relating to The User’s compliance under the Program, The User shall cooperate with Ryerson in resolving the complaint according to the complaint processes detailed in Schedule D.
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Resolving Complaints. We strive to resolve complaints or concerns about the Account in a fair and timely manner. If, however, any complaint or concern about the Account has not been resolved to your satisfaction, please contact: BMO Financial Group Ombudsman 00 Xxxxx Xxxxxx Xxxx, 0xx Xxxxx Xxxxxxx, Xxxxxxx X0X 0X0 Call: 0-000-000-0000 Fax: 0-000-000-0000 Email: xxx.xxxxxxxxx@xxx.xxx If, within 180 days of your receipt of our written response, you are not satisfied with the resolution of your complaint or concern, you may contact the Ombudsman for Banking Services and Investments at: Ombudsman for Banking Services and Investments 000 Xxx Xxxxxx, Xxxxx 0000 X.X. Xxx 0 Xxxxxxx, XX X0X 0X0 Call: 0-000-000-0000 Fax: 0-000-000-0000 In the complaints handling process for Canadian financial institutions, including us, the Financial Consumer Agency of Canada is responsible for ensuring that all financial institutions comply with federal consumer legislation and will investigate any complaint or concern that relates to a possible breach of that legislation. You may contact the Financial Consumer Agency of Canada by writing to: Financial Consumer Agency of Canada, 6th Floor, Enterprise Building, 000 Xxxxxxx Xxx. Xxxx, Xxxxxx, Xxxxxxx X0X 0X0.
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Resolving Complaints. Members (Uses and Providers) agree to act in good faith and resolve issues between themselves. Fresh Homemade Tortillas reserves the right to get involved and carry out these Terms including but not limited to account User account cancellation and Provider agreement termination.
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Resolving Complaints. The Employer and the Union agree to co-operate in resolving in a confidential manner all complaints of discrimination and/or harassment that may arise.
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Resolving Complaints. We consider Internal Dispute Resolution (IDR) to be an important and necessary first step in the complaint handling process as it gives us an opportunity to hear when we do not meet our customers’ expectations and address them genuinely, efficiently and effectively. You can raise your concern or complaint with us by: a) Speaking to a member of our staff directly; b) telephoning 1300 236 344; c) website xxx.xxxxxxxxxxx.xxx.xx/xxxxxxx-xx; d) secure email by logging into e-banking; or e) contacting us through a Bendigo Bank social media channel If you are not satisfied with the outcome of a complaint, the Customer Feedback Team is able to assist: You can contact the Customer Feedback Team by: a) telephoning – 1300 361 911 between 8:30am and 5:00pm (AEST/AEDT), Monday to Friday b) emailing – xxxxxxxx@xxxxxxxxxxxxxxx.xxx.xx c) by completing the relevant Customer Feedback form online or sending a letter to the Customer Feedback Team, Reply Paid 480 Bendigo, Vic, 3552 Alternatively you may refer your complaint directly to the appropriate External Dispute Resolution scheme. We are a member of the Australian Financial Complaints Authority (AFCA). You can contact AFCA at: Australian Financial Complaints Authority GPO Box 3 Melbourne VIC 3001 Telephone: 0000 000 000 Website: xxx.xxxx.xxx.xx Email: xxxx@xxxx.xxx.xx Time limits may apply to refer a complaint to AFCA and so you should act promptly or otherwise consult the AFCA website to find out if, or when the time limit relevant to your circumstances expires. If your complaint relates to how we handle your personal information you can also contact the Office of the Australian Information Commissioner (OAIC) GPO Box 5218 Sydney NSW 2001 Telephone: 0000 000 000 Email: xxxxxxxxx@xxxx.xxx.xx Web: xxx.xxxx.xxx.xx
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Resolving Complaints. If You are not satisfied with any part of Your service, please email xxxxxx@xx.xx.xx or call us on 0000 000 0000. We will assess Your complaint and do all We reasonably can to resolve this situation to Your satisfaction.
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Resolving Complaints. The professional staff and the Board of Education recognize the necessity of open, free, two-way communication. The solicitation of individual complaints by teachers, administrators, or individual Board Members can close those channels of communication. The following steps or procedures shall insure that all complaints and concerns will first be heard at the level most likely to offer a rapid and proper solution. A. A complaint received by an individual Board member directed toward members of the teaching staff shall be referred to the Superintendent. B. The Superintendent shall inform the building principal where the teacher is assigned of the complaint. C. The building principal will inform the classroom teacher of the complaint directed toward him/her and offer him/her an opportunity to settle the complaint. The building principal will offer his/her assistance in helping the teacher solve the problem. This insures that the classroom teacher has an opportunity to attempt a solution to the problem before it begins its route back in the direction of the Board of Education. A complaint directed toward the administration shall follow the same steps entering the communication process at the appropriate level. (Example: A Teacher’s complaint to the Superintendent about his principal shall be referred to the principal for a solution before the Superintendent attempts to solve the problem. D. If a teacher attends a conference with a principal, or supervisor, or parent that becomes abusive in nature, the teacher, principal or supervisor may leave immediately. E. If a principal or supervisor schedules a conference with a teacher that will result in a written reprimand directed to the personnel file, the teacher may choose to be accompanied by a representative of the MREA. F. Should the Administration receive any complaint concerning a member of the bargaining unit from any source, the teacher shall be notified without delay (unless legally prohibited). 1. In no event shall such notice be delayed for investigatory reasons. 2. For purposes of compliance, information that an outside agency is pursuing an investigation of an employee, shall not constitute a “complaint”, if no investigation or action likely to affect employment is taken by the Board or Administration as a result of the information.
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Resolving Complaints. The Operator must co-operate with TfNSW in the resolution of any alleged breach of the Privacy Laws, a privacy policy or an approved privacy code, arising out of or in connection with this Contract.
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Related to Resolving Complaints

  • 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;

  • 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.

  • Delays and Complaints Delivery delays and service complaints will be monitored on a continual basis. Documented inability to perform under the conditions of the contract, via the Complaint to Vendor process (PUR 7017 form) contemplated for this Contract, may result in default proceedings and cancellation.

  • 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.

  • 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.

  • Complaints Procedure (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence. (b) A complaint must be submitted through the Union and/or directly to the Executive Director (or the equivalent or designate). When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. (c) The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. (d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days. (e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report. (f) The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. (g) If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. (h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. (i) If the respondent is the Executive Director (or equivalent), or where there are possible systemic issues or multiple complaints, the following process will be used: (1) The complainant will contact the Union. (2) As soon as possible but within 30 days the Union will notify the Executive Director (or equivalent) and CSSEA. Clause 29.4 (a) and (c) apply to the notice. CSSEA will inform the Employer's Board of Directors. (3) CSSEA and the Union will appoint either Xxxxx Xxxxx or Xxxxxx Xxxx to resolve the complaint. (The person appointed is referred to below as "the Appointee".) (4) After consultation with the parties involved, the Appointee will establish the process to resolve the complaint. The process may include - at the Appointee's discretion - any of the following (or any combination of them): fact-finding, mediation, making recommendations or a full report, or conducting an expedited arbitration. In exercising their discretion with respect to the process, the Appointee will consider the parties' desire that the process be fair and expeditious, that it minimizes disruption in the workplace, that it respects individual privacy to the degree possible in the circumstances, and that it keeps costs to a reasonable level. The Appointee will submit any report or recommendations to CSSEA and the Union. The report and recommendations will remain confidential, except for distribution to the Employer's Board of Directors, the complainant and the respondent. The Appointee may stipulate conditions she/he deems appropriate with respect to distribution. Any outcomes of the process are without prejudice or precedent for other proceedings. (5) The Appointee's fees and expenses will be shared by the Employer and the Union. (j) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.

  • Grievances Any Complaint alleging Discrimination or Harassment shall be pursuant to Board Rule 4001.2 and 4001.3 as they existed on July 10, 2021. Any amendments to Board Rule 4001.2 or 4001.3 which occur after July 10, 2021 will be submitted to the Union for approval prior to implementation for employees covered by this Agreement. Any other grievance, complaint, disagreement or difference of opinion between the District, the Union or the employees covered by the Agreement concerning application of the terms of this Agreement will be processed using the following grievance procedure: (A) Any Employee or the Union may present a Grievance. Any Grievance which is not presented within fifteen (15) days following the event giving rise to such a Grievance shall be forfeited and waived by the aggrieved party. The grievance form shall state the name of every employee authorizing the filing of the grievance, and all grievances shall be signed by at least one aggrieved employee. An aggrieved employee shall have the right to a Union Representative appointed by the Union. (B) The grievant shall first take up the Grievance by presenting it in writing to their immediate supervisor or designee. If the Grievance is not satisfactorily adjusted with five (5) days from the meeting with the supervisor, the Employee or the Union representative shall present the grievance in writing to the Chief Financial Officer or his or her designated representative. (C) The Chief Financial Officer or his or her designated representative shall within ten (10) days from the day it was received, make a determination and submit the determination to the aggrieved party in writing. (D) Each party reserves the right to litigate a question presented by the Grievance by bringing an original action in any court of competent jurisdiction in the event such party shall not be satisfied with the resolution of the Grievance. However, no such litigation may be maintained until all available steps under this grievance procedure have been pursued and exhausted. It is understood and agree to between the parties that the role of the Chief Financial Officer or his or her designee in the grievance procedure is not an exercise of a judicial or quasi-judicial function, but solely as a means to allow the parties to resolve disputes informally. (E) Definitions: Days shall mean calendar days.

  • Grievance Investigations Where an employee has asked or is obliged to be represented by the Institute in relation to the presentation of a grievance and an employee acting on behalf of the Institute wishes to discuss the grievance with that employee, the employee and the representative of the employee will, where operational requirements permit, be given reasonable leave with pay for this purpose when the discussion takes place in the headquarters area of such employee and leave without pay when it takes place outside the headquarters area of such employee.

  • 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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