Informal Complaint Resolution Process Clause Samples

The Informal Complaint Resolution Process clause establishes a procedure for parties to address and resolve disputes or grievances through informal means before pursuing formal legal action. Typically, this involves notifying the other party of the issue, engaging in discussions or meetings to attempt a mutually agreeable solution, and setting a timeframe for these efforts. By encouraging open communication and early resolution, this clause helps prevent escalation of conflicts, saves time and costs associated with litigation, and fosters a cooperative relationship between the parties.
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Informal Complaint Resolution Process. Filing a Complaint If an employee believes that she/he has been bullied and harassed on the basis of any of the grounds noted above, the employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of the event(s) if possible; • If the complainant does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the complainant should contact the designated Union or CMBC representative and/or the CMBC confidential harassment telephone line. The Union Representative for all cases of harassment will be the Human Rights Representative or Women’s Advocate or designated full time Officer of the Local Union or their designate.
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Informal Complaint Resolution Process. ‌ a) Filing a Complaint i. Tell the alleged harasser(s) to stop, if possible; ii. Document the event(s), complete with the time, date, location, names of witnesses and details of the event(s) if possible; iii. If the complainant does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the complainant should contact the designated Union or Gateway Casino representative and/or the Gateway Casino confidential harassment telephone line. The Union Representative for all cases of harassment will be the Human Rights Representative or Women’s Advocate or designated full time Officer of the Local Union or their designate.
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Informal Complaint Resolution Process. In August, the Audit and Inspections Unit of the Office of Inspector General began conducting an audit the Oakland Police Department’s (OPD) informal complaint resolution process. The purpose of the audit was to determine if OPD’s informal complaint resolution process is in accordance with the established guidelines in Departmental General Order (DGO) M-3.1, Informal Complaint Resolution Process. Additionally, the intent of the audit was to identify policy, procedure, and/or practice deficiencies and to propose solutions that will aid in the Department’s supervisors’, or any authorized personnel’s, abilities to effectively, efficiently, and expediently informally resolve complaints against members/employees. The audit indicated that the Department’s process for informally resolving complaints is not efficient, and based on current policies, procedures, and practice, the goal of the ICR process is unclear. Its documented policies and procedures do not provide sufficient direction to its supervisors, commanders and managers and authorized Internal Affairs Division personnel. The following is a list of policy, procedure, and/or practice deficiencies found during the audit: • The auditor was unable to determine how complaints that qualify to be informally resolved should be received and processed from beginning to end. When referencing DGO M-3.1 to determine how to receive and process a complaint, the policy refers the reader to DGO M-3 and vice versa. Since both polices reference each other, this creates circular reasoning and not an answer for executing the process. • The auditor was unable to determine whether allegations should be investigated prior to being informally resolved, and if they are, to what degree. DGO M-3.1 does not state to what degree complaints against a member/employee should be investigated while DGO M-3 states that all complaints shall be investigated. Hence, it is unclear how the process of informally resolving a complaint differs from formally resolving a complaint. It is also unclear whether the allegations that qualify for the ICR process should be resolved immediately or within Government Code 3304’s one year resolution time frame. • The auditor was unable to determine who, primarily, should informally resolve complaints. DGO M-3.1 states that complaints can be received by IAD and an organizational unit other than IAD. For more details, the policy refers the reader to DGO M-3, and, again, the start of circular reasoning. In practic...
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Informal Complaint Resolution Process. (a) Filing a Complaint If an employee believes that they have been harassed on the basis of any of the grounds noted above, the employee should: (i) Tell the alleged harasser(s) to stop, if possible; (ii) Document the event(s), complete with the time, date, location, names of witnesses and details of the event(s) if possible; (iii) If the complainant does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the complainant should contact the designated Union or Gateway Casino representative and/or the Gateway Casino confidential harassment telephone line. The Union Representative for all cases of harassment will be the Human Rights Representative or Women’s Advocate or designated full time Officer of the Local Union or their designate.
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Informal Complaint Resolution Process. Filing a Complaint
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Related to Informal Complaint Resolution Process

  • Informal Resolution Outcomes a. When a complainant approaches an administrative officer and alleges harassment by another BCTF member, the following shall apply: i. All discussions shall be solely an attempt to mediate the complaint; ii. Any and all discussions shall be completely off the record and will not form part of any record; iii. Only the complainant, respondent, and administrative officer shall be present at such meetings iv. No discipline of any kind would be imposed on the respondent; and v. The BCTF and its locals, based on the foregoing, will not invoke the notice of investigation and other discipline provisions of the collective agreement at meetings pursuant to Article E.2.5.a. b. Should a resolution be reached between the complainant and the respondent at Step One under the circumstances of Article E.2.5.a, it shall be written up and signed by both. Only the complainant and the respondent shall have copies of the resolution and they shall be used only for the purpose of establishing that a resolution was reached. No other copies of the resolution shall be made. c. In the circumstances where a respondent has acknowledged responsibility pursuant to Article E.

  • Informal Dispute Resolution Process 1. In the event there is a dispute under this Centralized Contract, the Contractor, OGS and Authorized User agree to exercise their best efforts to resolve the dispute as soon as possible. The Contractor, OGS and Authorized User shall, without delay, continue to perform their respective obligations under this Centralized Contract which are not affected by the dispute. Primary responsibility for resolving any dispute arising under this Centralized Contract shall rest with the Authorized User’s Contractor Coordinators and the Contractor’s Account Executive and the State & Local Government Regional General Manager. 2. In the event the Authorized User is dissatisfied with the Contractor’s Products provided under this Centralized Contract, the Authorized User shall notify the Contractor in writing pursuant to the terms of the Contract. In the event the Contractor has any disputes with the Authorized User, the Contractor shall so notify the Authorized User in writing. If either party notifies the other of such dispute, the other party shall then make good faith efforts to solve the problem or settle the dispute amicably, including meeting with the party’s representatives to attempt diligently to reach a satisfactory result through negotiation. 3. If negotiation between the Contractor and Authorized User fails to resolve any such dispute to the satisfaction of the parties within fourteen (14) business days or as otherwise agreed to by the Contractor and Authorized User, of such notice, then the matter shall be submitted to the State's Contract Administrator and the Contractor’s senior executive officer representative. Such representatives shall meet in person and shall attempt in good faith to resolve the dispute within the next fourteen (14) business days or as otherwise agreed to by the parties. This meeting must be held before either party may seek any other method of dispute resolution, including judicial or governmental resolutions. Notwithstanding the foregoing, this section shall not be construed to prevent either party from seeking and obtaining temporary equitable remedies, including injunctive relief. 4. The Contractor shall extend the informal dispute resolution period for so long as the Authorized User continues to make reasonable efforts to cure the breach, except with respect to disputes about the breach of payment of fees or infringement of its or its licensors’ intellectual property rights.

  • Dispute Resolution Process Any claim, dispute or other matter in question not resolved by the process identified in Paragraph

  • Informal Process The Informal Process provides an Employee with the opportunity to resolve his or her concern by using the open door process, with the assistance of a FC member, within 30 calendar days of the date the Employee became aware of the issue. While an Employee may speak with anyone in the open door process regarding a concern or problem, the Employee is encouraged to take this concern up with his immediate supervisor or may request the assistance of the Employee Advocate or a FC member to facilitate resolution of the issue.

  • Mediation Process A. Mediation is a form of Alternative Dispute Resolution (ADR) that may be requested by the City or the PBA. It is an alternative, not a substitute for the formal arbitration process contained in Section 19.8 above. Mediation is an informal process in which a neutral third party assists the opposing parties in reaching a voluntary, negotiated resolution of a charge of discipline. The decision to mediate is completely voluntary for the PBA and the City. Mediation gives the parties the opportunity to discuss the issues raised in the charging document, clear up misunderstandings, determine the underlying interests or concerns, find areas of agreement and, ultimately, incorporate those areas of agreement into solutions. A mediator does not resolve the charge or impose a decision on the parties. Instead, the mediator helps the parties to agree on a mutually acceptable resolution. The mediation process is strictly confidential. Information disclosed during mediation will not be revealed to anyone. B. If both parties agree, a mediation session conducted by a trained and experienced mediator shall be scheduled at a mutually convenient date and time. Either party may choose to have an attorney represent them during mediation. Persons attending the mediation session shall have the authority to resolve the dispute. If mediation is unsuccessful, the parties may proceed to follow the provisions for Arbitration. Information disclosed during mediation will not be revealed to anyone. C. The parties and, if they desire, their representatives and/or attorneys, are invited to attend a mediation session. No one else may attend without the permission of the parties and the consent of the mediator(s). D. The mediator(s) will not function as the representative of either party. However, the mediator(s) may assist the parties in understanding their rights and the terms of any proposed settlement agreement. Each party acknowledges being advised to seek independent legal review prior to signing any settlement agreement. E. The parties acknowledge that the mediator(s) possesses the discretion to terminate the mediation at any time of any impasse occurs or either party or the mediator deems the case inappropriate for mediation. F. Prior to mediation, both the City and the PBA (or Employee, only in disciplinary matters) shall enter into a confidentiality agreement, as follows: 1. This is an agreement by the parties to participate in a mediation involving the City against the above named employee. The parties understand that mediation is a voluntary process, which may be terminated at any time. 2. The parties agree to participate voluntarily in mediation in an effort to resolve the charge(s) filed by the City. 3. The parties agree that all matters discussed during the mediation are confidential, unless otherwise discoverable, and cannot be used as evidence in any subsequent administrative or judicial proceeding. Confidentiality, however, will not extend to threats of imminent physical harm or incidents of actual violence that occur during the mediation. 4. Any communications between the mediator(s) and/or the parties are considered dispute resolution communications with a neutral and will be kept confidential. 5. The parties agree not to subpoena the mediator(s) or compel the mediator(s) to produce any documents provided by a party in any pending or future administrative or judicial proceeding. The mediator(s) will not voluntarily testify on behalf of a party in any pending or future administrative or judicial proceeding. The parties further agree that the mediator(s) will be held harmless for any claim arising from the mediation process. 6. The parties recognize and agree that the City is subject to Chapter 119, Fla. Stat., relating to public documents. Therefore, all information including all notes, records, or documents generated during the course of the mediation shall be subject to the exemption contained in Section 119.071 (d)(1), Fla. Stats., until the settlement of the matter, or the conclusion of the arbitration, if any, with the exception of the personal notes of the mediator. 7. If a settlement is reached by all the parties, the agreement shall be reduced to writing and when signed shall be binding upon all parties to the agreement, unless the agreement requires City Commission approval, in which case the agreement will not become binding until publicly approved by the City Commission. Said agreement shall be subject to the provisions of Chapter 119, Fla. Stats. If the charge(s) is not resolved through mediation, the parties may proceed to follow the provisions for arbitration.