Formal Complaint Clause Samples

Formal Complaint. It is the mutual desire of the Parties that complaints of employees shall be addressed as promptly as possible. An employee must take up any complaint directly with his immediate non-union Supervisor/Manager, or designate within ten (10) days of the event upon which the complaint originated. The immediate supervisor shall arrange for the presence of his Union Representative, if he so requests. The immediate supervisor shall give his reply within two (2) days.

Formal Complaint. Step 2, Division Head 1. Within seven (7) calendar days from his receipt of the decision at Step 1, the employee may appeal to his division head. The original copy of the grievance form shall be submitted. 2. Within seven (7) calendar days from receipt of the grievance, the division head shall meet with the employee. The employee may be accompanied by his designated representative at such a meeting. Within seven (7) calendar days after the meeting, the Division Head shall give his answer in writing. As part of that response, the Division Head shall also specify where, to whom, and the final date by which an appeal of his decision must be filed.

Formal Complaint. A formal complaint made against a faculty member by a student or other person will be called to the attention of the faculty member within seven (7) business days of the filing. When the Human Resources Office, after reviewing the complaint, determines an investigation is warranted, notice will be given to the faculty member within ten (10) business days of that decision. Student complaints not related to the College’s Prevention of Harassment and Discrimination Policy will be handled in accordance with the College’s Code of Student Rights and Responsibilities, as currently enacted or hereafter amended.

Formal Complaint. (1) The employee shall file a complaint to the Associate Vice President, Human Resources, or designate, who will arrange to have the complaint investigated and assessed by a mutually acceptable investigator, based on the factual evidence arising from the complaint. The investigator will be chosen by the Associate Vice President, Human Resources, or designate and the union area staff representative. The investigator will adhere to the principles of due process in carrying out the investigation. The proof that the Respondent has committed the harassment complained of shall be clear and convincing evidence. (i) For sexual harassment the complaint must be submitted in writing within six (6) months of the latest alleged occurrence. (ii) For personal harassment based upon discriminatory grounds, the complaint must be submitted in writing within thirty (30) calendar days of the latest alleged occurrence. (2) A Formal Complaint must specify the details of the allegation(s) including: (i) name, classification and work location of the respondent; (ii) a detailed description of the specific action(s), conduct, event(s) or circumstance(s) which constitute harassment; (iii) the specific remedy sought to satisfy the complaint; (iv) date(s) of incident(s); (v) name(s) of witness(es), if any; (vi) description of prior attempts to resolve the matter, if any. (3) Upon receipt of the written complaint, the Associate Vice President, Human Resources, or designate shall notify the union area office staff representative and the bargaining unit Chairperson in writing. (4) The Associate Vice President, Human Resources, or designate will investigate and assess the complaint based on the facts, employing the concept of due process. The investigation must be concluded within one month of the Associate Vice President, Human Resources, or designate receiving the written complaint. (5) The Associate Vice President, Human Resources, or designate may request an extension for the investigation period from the union area office staff representative or bargaining unit Chairperson. Extensions will not be withheld unreasonably. (6) The Associate Vice President, Human Resources, or designate will inform the Complainant that he/she has the option of having a ▇▇▇▇▇▇▇ present as an observer at the meeting(s) at which the Complainant is present. (7) The Associate Vice President, Human Resources, or designate will inform the Respondent that he/she has the option of having a different ▇▇▇▇▇▇▇ present...

Formal Complaint. If the response of the Adoption Committee is unsatisfactory, Clients may then file a Formal Complaint with the A Client is the birth parent, prospective adoptive parent, adoptive parent, or adoptee who has received or is currently receiving services from New Beginnings.

Formal Complaint. 16 10.2.1 Level I

Formal Complaint. Step 3, Agency/Department Head A. Within ten (10) calendar days from his/her receipt of the decision at Step 2, the employee may appeal to the agency/department head. The original copy of the grievance form, with the reasons in writing for his/her dissatisfaction with the answer given by the division head, shall be submitted. B. Within ten (10) calendar days after receiving the completed grievance form the agency/department head or his/her designated representative shall meet with the employee and they shall thoroughly discuss the grievance. The Department/Agency head shall give his/her written decision within fifteen (15) calendar days after the discussion. On matters that do not concern or involve the interpretation or application of the specific terms and provision of the Memorandum of Agreement or past practice within the department/agency, the written decision of the department/agency head shall be final as to the disposition of matters within his/her authority.

Formal Complaint. A complaint alleging discrimination and/or harassment must be made in writing to the University President or his/her designate, and must include the names of the complainant and the respondent, a description of the relevant facts (including dates, times and places), the names of any witnesses, and the remedy the complainant is requesting. Copies of the complaint will be forwarded to the respondent and the Union. All formal complaints under this Article shall be initiated within six (6) months of the event. In the case of a series of events, the complaint shall be filed no later than six (6) months after the last event in the series on which the complaint is based. The limitation period may be extended if the delay was incurred in good faith or if the delay does not result in substantial prejudice to any of the involved individuals.

Formal Complaint. If the complainant chooses to file a formal complaint, the steps below must be followed: 1. The complainant, or the complainant’s representative, shall inform the Human Rights Officer in writing and shall specify the particulars of the incident and the name(s) of the person(s) involved. Employees should normally raise a complaint under this policy within six (6) months of the alleged violation. Situations older than six (6) months that come to the attention of the Human Rights Officer may be addressed if there were strong reasons for an employee not acting sooner and if an appropriate resolution is feasible given the passing of time. 2. The Human Rights Officer shall advise the General Secretary* immediately that a formal complaint has been received. 3. The Human Rights Officer will provide the respondent with the written formal complaint within five (5) working days of its receipt. 4. The Human Rights Officer initiates the investigative process. The process will be as follows: • interview with complainant; • interview with respondent; • interview with witnesses; • consideration of evidence; and • re-interview with complainant or respondent or both. 5. It is the employee’s responsibility to participate in the investigative process. 6. The Human Rights Officer shall meet with the parties individually (or collectively with the agreement of the parties) within ten (10) working days of receipt of the written complaint to investigate the validity of the complaint. 7. Within thirty (30) working days of being notified, the Human Rights Officer shall compile a draft Investigation Report. 8. The Human Rights Officer shall provide a copy of the draft Investigation Report to the complainant and respondent who shall have ten (10) working days in which to notify the Human Rights Officer, in writing, of any errors or omissions in the report. 9. The Human Rights Officer shall make any further enquiries or amendments, if required, in order to prepare a final Investigation Report addressed to the General Secretary*, with a copy sent to both the complainant and respondent. 10. The General Secretary* within ten (10) working days of receipt of the Human Rights Officer’s Report shall prepare a Resolution Report which will describe what actions, if any, are required to achieve compliance with the Policy, in respect of the complaint (e.g., education/training, disciplinary action and/or redress) and future behaviour and/or practices. 11. Where the Human Rights Officer’s Report fi...