Informal Complaints Sample Clauses
The Informal Complaints clause establishes a process for parties to raise and address concerns or grievances in a non-formal manner before resorting to formal dispute resolution procedures. Typically, this clause outlines steps such as notifying the other party of the issue, engaging in discussions, and attempting to resolve the matter collaboratively within a specified timeframe. Its core practical function is to encourage early, amicable resolution of disputes, thereby saving time and resources and potentially preserving the business relationship.
Informal Complaints. Informal complaints shall be those complaints in which the name(s) of the complainant(s) and the nature of the complaint is made known to the administrator and the unit member. The administrator shall encourage the complainant to meet with the unit member to attempt to resolve the complaint. If the complainant declines to discuss the matter with the unit member, the matter shall be closed and all documents pertaining to the complaint will be destroyed unless the issue is under investigation.
Informal Complaints. When employees feel dissatisfied with an aspect of employment over which they have no control and when they desire remedial action, they are encouraged to present the problem informally to their immediate supervisor. If not resolved at this level, employees can discuss the matter with their chain of command or file a grievance. Employees shall be assured freedom from discrimination, coercion, restraint, or reprisal in presenting complaints. This Article shall not suspend time limitations for the filing of a grievance or appeal.
Informal Complaints. 10.3.1 An informal complaint is made directly to the Member of the Bargaining Unit or a site administrator.
10.3.2 Members of the Bargaining Unit and site administrators are encouraged to resolve complaints informally. Formal complaint procedures shall not be initiated unless informal efforts to resolve the complaint have been exhausted and the Member of the Bargaining Unit has received written notice from the district.
Informal Complaints. When employees feel dissatisfied with an aspect of employment over which they have no control and when they desire remedial action, they are encouraged to present the problem informally to their immediate supervisor. If not resolved at this level, employees can discuss the matter with their chain of command or file a grievance as outlined in PRR Rule 8 Regulation 2, “Grievance Procedure.” Employees shall be assured freedom from discrimination, coercion, restraint, or reprisal in presenting complaints. This Article shall not suspend time limitations for the filing of a grievance or appeal.
Informal Complaints. Before the formal grievance procedure is initiated, every reasonable attempt shall be made to resolve the dispute by informal discussion. To this end, any Contract Academic Employee or group of Contract Academic Employees is encouraged to present a verbal complaint to the ▇▇▇▇ or to the appropriate Vice-President in the case of grievances which may be initiated at Stage 2. There is no requirement for formal documentation or correspondence at the informal complaint stage. If the dispute is not resolved, the Contract Academic Employee or group of Contract Academic Employees may decide to lodge a formal grievance, and, if so decided, the Contract Academic Employee or group of Contract Academic Employees shall notify the Association of their intentions within ten
Informal Complaints. 10.2.1 Parent/guardians are encouraged to attempt to resolve concerns or complaints personally with the bargaining unit member.
10.2.2 If the Superintendent or the unit member’s Principal receives an oral complaint, they may exercise their discretion whether or not to direct the complainant to meet with the unit member to discuss the complaint.
Informal Complaints. 5.6.1 Complainants shall be advised to present informal complaints first with the employee who is the subject of the complaint prior to presenting any formal complaint. The employee shall respond to the complainant within five (5) working days.
5.6.2 Should the complainant present concerns about an employee directly to the employee's immediate supervisor and be unwilling to discuss the complaint with the employee alone, or the complaint has not been resolved pursuant to Article 5.6.1, the immediate supervisor shall schedule a meeting among the employee, immediate supervisor, and the complainant at a mutually acceptable time, but no later than ten (10) working days of receipt by the immediate supervisor of the informal complaint. The employee shall have the right to representation at the meeting.
5.6.3 A complainant will not be required to attend a conference, if unable to by reason of physical impairment, but shall make every effort to participate by other means.
5.6.4 In all cases of complaints, the employee concerned shall be involved. The employee shall be provided an opportunity to hear and respond to the complaint before any resolution is reached.
Informal Complaints. No record of any informal complaint shall be placed in the personnel file of a unit member unless:
1) The unit member's immediate supervisor or a designee conducts an investigation about the complaint. Such an investigation may include a conference with the complainant, a District representative, the unit member, and the unit member's representative. In addition, the unit member may request a separate conference with the investigator.
2) If there is no evidence to substantiate the complaint, no record of the complaint shall be placed in the personnel file, and no future reference shall be made in the personnel file to the unsubstantiated complaint.
Informal Complaints. When a complaint about an employee is made to the Board as a whole or a Board member as an individual, or any administrator, it shall be referred to the school administration for study and possible solution. The employee involved will be advised of the nature of the complaint and given an opportunity for explanation, comment, and presentation of the facts as he/she sees them. Reasonable efforts will be made to resolve the complaint at the building level.
Informal Complaints. If the Supervisor has a complaint or has received a complaint in writing about an Employee that is related to their work then the Supervisor may speak with the Employee about it informally if the complaint would not lead to formal discipline under Step 1 of the disciplinary process (9.06).