Formal Complaint Procedure Clause Samples

Formal Complaint Procedure. Formal Complaints

Formal Complaint Procedure. Within ten (10) working days of receiving written complaints, or fifteen (15) working days of receiving unwritten complaints, the College shall make a determination of whether the complaint is significant enough that if established as factual could lead to discipline. Unwritten complaints that are determined to be established consistent with the above shall be reduced to writing. Once a determination has been made that a complaint may lead to discipline, the College shall provide written notice of the complaint to the faculty member. The employee will be given a copy of the complaint and an adequate opportunity to respond to and/or rebut such complaint. All complaints that meet the above conditions shall be timely investigated. The investigation shall include an opportunity for the faculty member to meet with the manager/investigator, understand all allegations, be provided the name of the complainant except when prohibited by law or if grades are still pending, and respond to and/or rebut the evidence. Investigations of complaints will be completed within twenty (20) working days from the time the College determines the complaint may lead to discipline and provides the written notice of the complaint to the employee, unless a written agreement between the College and Association extends the timeline. When the twenty (20) working day investigation period extends into the summer term, the employee shall have the option to have the investigation completed within the assigned work days in the following academic year.

Formal Complaint Procedure. A. The District has established a protocol for receiving and processing complaints, including formal complaints as defined in the District protocols. If the protocols are amended or updated, the District will provide AASD with the information in advance and AASD shall have an opportunity to provide feedback prior to implementation. B. It is the intention of all Parties to resolve complaints at the lowest possible level. The Parties agree that many concerns and informal complaints can be handled through an informal resolution process. This section is intended to address formal complaints. C. The Parties agree that the professional reputation of the AASD unit member is of high importance and agree to conduct all investigations with the utmost discretion to safeguard the unit member’s privacy and professional good standing while maintaining the interests of the public and student safety. D. Unit members shall be made aware of complaints within five (5) work days of the date received by the District. Whenever possible, the identity of the complainant(s) will be made known to the unit member and the subject matter of the complaint will be provided. E. Whenever appropriate, complaints shall first be forwarded to the unit member for resolution. Unresolved complaints shall then follow the appropriate District procedures. F. All complaints will be promptly investigated and the unit member shall be notified of the name and contact information of the assigned investigator. The investigation shall include an interview and/or discussion with the unit member against whom the complaint is filed. The unit member shall not refuse to meet with the investigator. The District will make reasonable efforts to keep the unit member informed of the progress and expected timeline of the investigation, and upon request of the unit member, the unit member will be provided the status of the investigation. The unit member and AASD shall be notified in writing of the outcome of any investigation and potential for further action, if any, within fifteen (15) workdays of the date the final report is completed and forwarded to Human Resources. G. All findings in an investigation shall be based on verifiable facts and shall be free of any subjective bias. H. The unit member may submit written comments which shall be attached to the report of findings and become a permanent part of the investigation document/file. I. School Police Unit members are exempt from Section 2 and will follow the dep...

Formal Complaint Procedure. In the case of a complaint of either harassment, discrimination or sexual harassment, the following shall apply: (1) An employee (complainant) who wishes to pursue a concern arising from an alleged harassment or discrimination may submit a complaint in writing within six months of the latest alleged occurrence directly to the Director of Human Resources. This complaint should include a description of what happened, when it happened including dates and times of the events or incidents and who else was present, if anyone. Where the complaint is against the Director of Human Resources, it shall be submitted to the CEO or other employer designate. Upon receipt of the written complaint, the Employer shall notify in writing the designated union staff representative. Complaints of this nature shall be treated in strict confidence by both the Union and the Employer. (2) An alleged harasser (respondent) shall be given notice of the substance of such a complaint under this clause and shall be entitled to attend, participate in, and be represented by a ▇▇▇▇▇▇▇ at any meeting. (3) A Human Resources staff member trained in conducting investigations shall investigate the complaint and shall submit their report to the CEO in writing in a timely manner in light of the complexity of the complaint and will usually conclude within 60 days of the commencement of the investigation. The CEO shall, within 10 days of receipt of the report, give such orders as may be necessary to resolve the issue. The union staff representative, the complainant, and the respondent shall be apprised of the CEO's resolution. (4) Where both the complainant and the respondent, are members of the Union, each shall be given the option of having a ▇▇▇▇▇▇▇ present at any meeting held pursuant to the above investigation. A single shop ▇▇▇▇▇▇▇ shall not represent both employees. (5) Pending determination of the complaint, the Employer may take interim measures to separate the employees concerned if deemed necessary.

Formal Complaint Procedure. A formal complaint may be filed to either the Union or the Employer and must be in writing. Employees have up to six months to bring forward a complaint, from the latest alleged occurrence. When the Union receives a complaint, they submit the complaint to the Executive Director or their designate. When Employer receives the complaint, they will forward a copy of the complaint to the Field Services staff representative. When the Executive Director, or their designate, receives a complaint, they will notify the respondent of the substance of the complaint in writing within 15 days. If the complainant or respondent is a member of the bargaining unit they shall be given the option of having union representation attend any meeting held in relation to the complaint. The Executive Director, or their designate, shall investigate the complaint and provide a written report to both the complainant and respondent within 15 days of receipt of the complaint. Pending determination of the complaint, the Executive Director may take interim measures to separate the complainant and respondent, if deemed necessary. The Executive Director shall, not later than 20 days after the complaint is filed, give such orders as may be necessary to resolve the issue. Where the Union is not satisfied with the Executive Director’s response, the complainant will be put before a mutually agreed to independent investigator.

Formal Complaint Procedure. Step One: Complaints unresolved informally shall be put in writing and will be reviewed with the employee by the pertinent administrator(s) in an attempt to resolve the matter to the satisfaction of all parties concerned.

Formal Complaint Procedure. A person who considers that they, or someone else, have been subjected to harassment or discrimination may file a formal complaint with the Designated Person. The complaint shall be in writing based on the form provided at Appendix B and shall be signed by the complainant.

Formal Complaint Procedure. Within ten (10) working days of receiving written complaints, or fifteen (15) working days of receiving unwritten complaints, the College shall make a determination of whether the complaint is significant enough that if established as factual could lead to discipline. The College will also determine the degree and extent of any investigation warranted by the complaint based on its merit. Complaints will be terminated when a lack of merit is determined at any stage of the investigation. 25.9.1. Any materials utilized in the investigation of a complaint that is found to be without merit will be expunged from all College records, excepting those records that are required to document investigations. 25.9.2. The College shall not investigate complaints or other allegations that are untimely, unless the complaint or allegation, if true, would constitute violation of an Oregon statute; complaints or allegations about alleged behavior occurring more than one year prior to the notice to the faculty member shall be deemed untimely. The College shall not investigate complaints or other allegations regarding behavior previously known to the College in which the College did not initiate complaint investigations within the timeframe allowed in the complaint investigation section of this agreement. 25.9.3. Unwritten complaints that are determined to be established consistent with the above shall be reduced to writing. Once a determination has been made that a complaint may lead to discipline, the College shall provide written notice of the complaint to the faculty member. The employee will be given a copy of the complaint and an adequate opportunity to respond to and/or rebut such complaint. All complaints that meet the above conditions shall be timely investigated. 25.9.4. The investigation shall include an opportunity for the faculty member to meet with the manager/investigator, understand all allegations, be provided the name of the complainant except when prohibited by law or if grades are still pending, and respond to and/or rebut the evidence. Investigations of complaints will be completed within twenty (20) working days from the time the College determines the complaint may lead to discipline and provides the written notice of the complaint to the employee, unless a written agreement between the College and Association extends the timeline. When the twenty (20) working day investigation period extends into the summer term, the employee shall have the option to hav...

Formal Complaint Procedure. A. Any complaint regarding a bargaining unit member made to his or her supervisor or other person in authority above him or her by a parent, student or other person which may influence that member’s evaluation or which may result in disciplinary action shall be discussed with that member within five (5) working days according to the following process: 1. The member shall be apprised of the full nature of the complaint in writing including the name of the complainant. 2. The members, with the assistance of the immediate supervisor will attempt to resolve the matter informally. However, if a meeting between the complainant and the member is to be held, the supervisor, upon prior request, will, prior to that meeting, meet with the member and discuss ways of handling the situation. The member will be apprised of the supervisor's feelings on the issue. 3. Upon request, the administrator will provide the member and their representative with updates on the progress of the investigation in writing every ten (10) working days. 4. The member has the right to representation at all levels. 5. Complaints which are not discussed within five (5) working days may not be used in evaluations or in any disciplinary action. 6. The foregoing shall have no application to complaints of such a nature that they may result in prosecution of suit or action either civil or criminal in nature, against the member or the District. B. If the complaint may result in disciplinary action, refer to Article 5, Section B. C. All criticism of bargaining unit members by administration shall remain confidential, except as otherwise required by law.