COMPLAINTS TO BE IN WRITING Sample Clauses

The 'Complaints to be in Writing' clause requires that any complaints or grievances related to the agreement must be formally submitted in written form. This means that parties cannot rely on verbal complaints; instead, they must document their concerns through letters, emails, or other written communication. By mandating written complaints, the clause ensures there is a clear, traceable record of issues raised, which helps prevent misunderstandings and provides evidence in case of disputes.
COMPLAINTS TO BE IN WRITING. All complaints leading to suspension or dismissal of an employee must be in writing and shall be open for inspection by the Union except that identifying information may be withheld to protect the privacy of the complainant. The Employer will not solicit complaints in a manner that could be construed as harassment, however it is understood that this will in no way ▇▇▇▇▇▇ the Employer's right to investigate and adjudicate complaints. Any discipline arising from a complaint is subject to the grievance procedure.
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COMPLAINTS TO BE IN WRITING. All complaints leading to suspension or dismissal of an employee must be in writing and shall be open for inspection by the Union except in any case where, in the opinion of the Employer, a violation of duty constitutes an indictable offence. In administering the foregoing, Coast Mountain Bus Company Ltd. undertakes not to solicit complaints in a manner that could be construed as harassment. This undertaking in no way ▇▇▇▇▇▇▇ management's right to investiga te and adjudicate complaints. Any discipline arising from complaints is subject to the grievance procedure. Coast Mountain Bus Company Ltd. agrees to provide the name of the complainants.
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COMPLAINTS TO BE IN WRITING. All complaints resulting in the suspension or dismissal of an employee must be in writing and shall be open for inspection by the union except in any case where, in the opinion of the Company, a violation of duty constitutes an offense under any applicable law. Employee Records No disciplinary notation will be entered into an employee’s record without the concerned employee being so advised. An employee and/or a Union representative shall have the right to view the employee’s entire record upon giving three (3) days notice to the Company. Provided that there have been no further offenses, any reference to discipline shall be removed from an employee’s file after 24 months. All written complaints by the Company against employees shall be copied to the Union.
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COMPLAINTS TO BE IN WRITING. ‌ All complaints resulting in the disciplinary action of an employee must be in writing and shall be forwarded within seven (7) days to the union except in any case where, in the opinion of the Company, a violation of duty constitutes an offense under any applicable law. EMPLOYEE RECORDS‌ No disciplinary notation will be entered into an employee’s record without the concerned employee being so advised. An employee and/or a Union representative shall have the right to view the employee’s entire record upon giving one (1) working day notice to the Company, subject to provincial and federal privacy legislation. Information protected under the Privacy Act will be exempt from disclosure to the Union. Provided that there have been no further offenses, any reference to discipline shall be removed from an employee’s file after twenty four (24) months. All written complaints by the Company against employees shall be copied to the Union.
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Related to COMPLAINTS TO BE IN WRITING

  • Written Grievance If the grievance is not resolved at Step 1, the home care worker and/or Union representative shall set forth the grievance in writing including a statement of the pertinent facts surrounding the grievance, the date on which the incident occurred, the alleged violations of the Agreement, and the specific remedy requested. The written grievance shall be submitted to the Employer within thirty (30) calendar days of the occurrence of the alleged violation or within thirty (30) calendar days of when the home care worker or the Union could reasonably have been aware of the incident or occurrence giving rise to the grievance. The written grievance shall be submitted by email to ▇▇▇▇▇.▇▇▇▇▇▇▇▇▇@▇▇▇.▇▇.▇▇▇. The Employer or the Employer's designee shall meet with the grievant and their Union representative within fourteen (14) calendar days of receipt of the written grievance, in order to discuss and resolve the grievance. Subsequent to this meeting, if the grievance remains unresolved, the Employer will provide a written response to the grievance by email within fourteen (14) calendar days from the date the parties met to discuss the grievance. If the response does not resolve the grievance, the Union may, within fourteen (14) calendar days of receipt of the response, proceed to Step 4, Arbitration. As an alternative prior to final and binding arbitration in Step 4, if the matter is not resolved in Step 2 the parties may choose by mutual agreement to submit the matter to mediation in order to resolve the issue. The party requesting mediation of the dispute must notify the other party by email no later than fourteen (14) calendar days of receipt by the Union of the emailed response from the Employer in Step 2. The party receiving the request for mediation must notify the other party by email within fourteen (14) calendar days of receipt of the request whether or not it agrees to mediate the dispute. If the party receiving the request does not agree to mediate the dispute, the Union may, within fourteen (14) calendar days of the email notification of the decision not to mediate, proceed to Step 4, Arbitration. If the parties agree to mediation, they shall select a neutral mediator. Both parties shall submit a statement of their position on the issue. The mediator may also bring the parties together in person to attempt to resolve the issue. The parties shall each pay one-half (1/2) the costs or fees, if any, of the neutral mediator. Each party shall be responsible for its own costs, including the costs of representation, advocacy and the costs of that party's appointed representatives. If the issue is successfully resolved by mediation, the decision shall be binding on all parties, and shall, unless specifically agreed otherwise, form a precedent for similar issues. If the issue is not successfully resolved through mediation, the Union may, within fourteen (14) calendar days of receipt of a written declaration of impasse or rejection of a settlement offer from either party, proceed to Step 4, Arbitration.

  • 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.

  • Complaints and Appeals As a Premera member, you have the right to offer your ideas, ask questions, voice complaints and request a formal appeal to reconsider decisions we have made. Our goal is to listen to your concerns and improve our service to you. If you need an interpreter to help with oral translation, please call us. Customer Service will be able to guide you through the service. We would like to hear from you. If you have an idea, suggestion, or opinion, please let us know. You can contact us at the addresses and telephone numbers found on the back cover. Please call us when you have questions about a benefit or coverage decision, our services, or the quality or availability of a healthcare service. We can quickly and informally correct errors, clarify benefits, or take steps to improve our service. We suggest that you call your provider of care when you have questions about the healthcare they provide.

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include: (1) written censures; (2) letters of reprimand; (3) adverse reports; or (4) adverse employee appraisals. (b) An employee shall be given a copy of any such document placed on the employee's file which might be the basis of disciplinary action. Should an employee dispute any such entry in their file, they shall be entitled to recourse through the grievance procedure and the eventual resolution thereof shall become part of their personnel record. (c) Upon the employee's request any such document, other than formal employee appraisals, shall be removed from the employee's file after the expiration of 18 months from the date it was issued provided there has not been a further infraction. (d) The Employer agrees not to introduce as evidence in any hearing any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • Grievance Processing Union stewards or Union officials shall be permitted to have time off without loss of pay for the investigation and processing of grievances and arbitrations. Requests for such time off shall be made in advance and shall not be unreasonably denied. The Union will furnish the Employer with a list of Union stewards and their jurisdictions. The Union shall delineate the jurisdiction of Union stewards so that no ▇▇▇▇▇▇▇ need travel between work locations or sub-divisions thereof while investigating grievances. Grievants shall be permitted to have time off without loss of pay for processing their grievances through the contractual grievance procedure, except that for class action grievances no more than three (3) grievants shall be granted such leave.