Internal Appeal Procedure Clause Samples

Internal Appeal Procedure. If You are not satisfied with Our decision regarding Your Grievance, You have the right to submit an Appeal to Us within 180 days of Our decision regarding Your Grievance. You may file an appeal in writing or You may call MDwise Customer Service directly and a Customer Service Representative will assist You in filing the Appeal. We will acknowledge Your Appeal, orally or in writing, within three business days of Our receipt of it. (A) Have knowledge of the Health Services at issue. (B) Are in the same licensed profession as the Provider who proposed, refused or delivered the Health Service at issue. (C) Are not involved in the matter giving rise to the appeal or the previous Grievance process. (D) Do not have a direct business relationship with You or with the Provider who recommended the Health Service at issue. You or Your Designated Representative may (A) appear in person before the Committee, or (B) communicate with the Committee through appropriate other means, if unable to attend in person. You will have access free of charge, upon request, to copies of all relevant documents, records, and other information, as described by applicable U. S. Department of Labor regulations. To support Your Appeal, You should submit to the Committee any written issues, arguments, comments, or other documented evidence. The Committee shall review all findings and pertinent documents, including any aspects of clinical care, whether or not We have considered them previously. The Committee will not afford any special deference to the original denial of Your Grievance. In no event shall Your claim that was previously denied under the terms of the Contract and upheld by an Appeals ruling be reconsidered by the Committee for review. The Committee’s decision regarding Your Appeal will be made as soon as possible and with regard to the clinical urgency of the Appeal, but not later than (A) 30 days after the Appeal was filed, for Pre-Service Grievances. (B) 45 days after the Appeal was filed, for Post-Service Grievances. The Committee's decision regarding Your Appeal of an adverse benefit determination for an Urgent Grievance will be made not later than 72 hours after the receipt of Your request for review.
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Internal Appeal Procedure. 23.7.1 An Officer, or his nominated representative, if any, at his request, may initiate an internal appeal if the Officer is not satisfied with the decision of the disciplinary hearing. 23.7.2 Any appeal shall be submitted in writing to the General Manager Flying within ten (10) days of receiving the disciplinary hearing’s decision. 23.7.3 Any appeal must state the specific grounds for the appeal and whether the Officer is appealing against the finding that he committed the alleged act and or against the level of disciplinary action imposed. 23.7.4 Appeal hearings shall be conducted by a General Manager or his designate. 23.7.5 Subject to rostering constraints, appeal hearings shall be held within ten (10) days of the Company receiving the appeal letter in accordance with Section 23.7.2. 23.7.6 The General Manager, or his designate, shall consider representations made by the Officer, the Officer’s representative, if any, and those of the Chief Pilot or his designate who conducted the disciplinary hearing and imposed the disciplinary action. 23.7.7 The General Manager, or his designate, hearing the appeal shall decide on the basis of both sets of representations, whether to uphold the disciplinary action, exonerate the Officer or render such other intermediate decision as he considers just and equitable. 23.7.8 The General Manager, or his designate, shall notify the Officer and his nominated representative, if any, in writing within ten (10) days of the appeal hearing to confirm the decision. This decision shall be final and there shall be no further right of internal appeal.
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Related to Internal Appeal Procedure

  • Appeal Procedures A. Employees may appeal discipline imposed under this LOA through the Dispute Resolution Procedure contained in the Collective Bargaining Agreement (i.e. grievance procedure) or to the Minneapolis Civil Service Commission. B. Concerning disciplinary actions taken pursuant to this drug and alcohol testing LOA, available Civil Service Commission appeal procedures are as follows:

  • Appeal Procedure The Appeal will be deemed an appeal of the entire Arbitration Award. In conducting the Appeal, the Appeal Panel shall conduct a de novo review of all Claims described or otherwise set forth in the Arbitration Notice. Subject to the foregoing and all other provisions of this Paragraph 5, the Appeal Panel shall conduct the Appeal in a manner the Appeal Panel considers appropriate for a fair and expeditious disposition of the Appeal, may hold one or more hearings and permit oral argument, and may review all previous evidence and discovery, together with all briefs, pleadings and other documents filed with the Original Arbitrator (as well as any documents filed with the Appeal Panel pursuant to Paragraph 5.4(a) below). Notwithstanding the foregoing, in connection with the Appeal, the Appeal Panel shall not permit the parties to conduct any additional discovery or raise any new Claims to be arbitrated, shall not permit new witnesses or affidavits, and shall not base any of its findings or determinations on the Original Arbitrator’s findings or the Arbitration Award.

  • Complaints Procedure (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence. (b) A complaint must be submitted through the Union and/or directly to the Executive Director (or the equivalent or designate). When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. (c) The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. (d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days. (e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report. (f) The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. (g) If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. (h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. (i) If the respondent is the Executive Director (or equivalent), or where there are possible systemic issues or multiple complaints, the following process will be used: (1) The complainant will contact the Union. (2) As soon as possible but within 30 days the Union will notify the Executive Director (or equivalent) and CSSEA. Clause 29.4 (a) and (c) apply to the notice. CSSEA will inform the Employer's Board of Directors. (3) CSSEA and the Union will appoint either ▇▇▇▇▇ ▇▇▇▇▇ or ▇▇▇▇▇▇ ▇▇▇▇ to resolve the complaint. (The person appointed is referred to below as "the Appointee".) (4) After consultation with the parties involved, the Appointee will establish the process to resolve the complaint. The process may include - at the Appointee's discretion - any of the following (or any combination of them): fact-finding, mediation, making recommendations or a full report, or conducting an expedited arbitration. In exercising their discretion with respect to the process, the Appointee will consider the parties' desire that the process be fair and expeditious, that it minimizes disruption in the workplace, that it respects individual privacy to the degree possible in the circumstances, and that it keeps costs to a reasonable level. The Appointee will submit any report or recommendations to CSSEA and the Union. The report and recommendations will remain confidential, except for distribution to the Employer's Board of Directors, the complainant and the respondent. The Appointee may stipulate conditions she/he deems appropriate with respect to distribution. Any outcomes of the process are without prejudice or precedent for other proceedings. (5) The Appointee's fees and expenses will be shared by the Employer and the Union. (j) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.

  • COMPLAINT PROCEDURES CONTRACTOR shall maintain and adhere to its written procedures for responding to parent complaints. These procedures shall include annually notifying and providing parents of LEA students with appropriate information (including complaint forms) for the following: (1) Uniform Complaint Procedures pursuant to Title 5 of the California Code of Regulations section 4600 et seq.; (2) Nondiscrimination policy pursuant to Title 5 of the California Code of Regulations section 4960 (a); (3) Sexual Harassment Policy, California Education Code 231.5 (a) (b) (c); (4) Title IX Pupil Grievance Procedure, Title IX 106.8 (a) (d) and 106.9 (a); and (5) Notice of Privacy Practices in compliance with Health Insurance Portability and Accountability Act (HIPAA), if applicable. CONTRACTOR shall include verification of these procedures to the LEA upon request. CONTRACTOR shall immediately notify LEA of any complaints filed against it related to LEA students and provide LEA with all documentation related to the complaints and/or its investigation of complaints, including any and all reports generated as a result of an investigation.

  • Appeal Process PROVIDER may appeal any adverse finding by the Contract Compliance Officer as set forth in sec. 25.08(20)(c), D.C. Ords.