Redress Procedure Clause Samples

A Redress Procedure clause outlines the steps that parties must follow to address and resolve complaints, disputes, or grievances arising under the agreement. Typically, this clause specifies the process for submitting a complaint, the timeframe for response, and the methods for investigation or resolution, such as negotiation, mediation, or escalation to higher authorities. Its core function is to provide a clear, structured mechanism for resolving issues efficiently and fairly, thereby minimizing misunderstandings and reducing the likelihood of litigation.
Redress Procedure. 9.01 All request and/or complaints shall be taken up with an employee's immediate supervisor. 9.02 It is recognized by the Corporation and the Union that not every such request or complaint is necessarily a grievance (as defined in Clause 10:01 hereof) entitled to be handled under the grievance procedure as hereinafter provided.
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Redress Procedure. Teachers who disagree with the observation and/or evaluation procedures may invoke the following redress procedure: 1. The teacher may submit a letter to the Superintendent with a copy to the Canandaigua Teachers’ Association President asking to convene a redress committee. 2. Within five (5) business days of receipt of this request: a. The Canandaigua Teachers' Association President shall appoint a teacher to serve on the committee. This teacher may not be from the same building or curriculum area as the complainant. b. The Superintendent shall appoint an administrator to serve on the committee. This administrator may not be in the same building as the complainant. 3. Within ten (10) business days of the initial request, the appointed teacher and administrator shall meet to select a third member who shall serve as chair of the committee. Only the members of the committee shall know the full make-up of the committee. 4. Within ten (10) business days of the initial request, the administration and Canandaigua Teachers’ Association shall submit all documents for the committee to use in their deliberations. 5. Within fifteen (15) business days of the initial request, the committee shall meet to discuss the issues and determine if oral presentations are necessary to make their determination. (An additional five-day period would be added only if oral presentations are required.) 6. Within twenty (20) business days of the initial request, the redress committee shall issue a report of the findings and make recommendation(s) for action (if any) to the superintendent, with copies to the teacher, the teacher's personnel file, and the Canandaigua Teachers' Association President. 7. The Superintendent shall make a final determination within five (5) days of receipt of the committee report. 8. The outcome of the process may include: a. removal or revision of the inaccurate or misleading statements and/or b. addition of the redress committee report and/or c. other remedies that may be determined by the Superintendent.
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Redress Procedure. 24.00.00 24.01. 00 24.02.00
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Redress Procedure. If a respondent fails to reply to a grievance within the designated time, the may submit the grievance to the subsequent step in the procedure. The Union may continue or process a grievance through the procedure on behalf of a estate with the written consent of the estate. The grievance may be referred to arbitration by the Union only after both steps in the grievance procedure have been exhausted unless a step has been waived by mutual consent of both parties in writing, through their authorized representatives. The party seeking arbitration shall notify the other party in writing of its desire to submit the grievance to arbitration within twenty (20) days of the Director’s reply. The notification shall contain the name of the party’s appointee to the Board of Arbitration. The recipient party shall, within ten (10) days of receipt of such notification, advise the other party of its appointee to the Board of Arbitration. The two (2) appointees shall, within fifteen (15) days of the appointment of the second of them or at time mutually agreed upon, appoint a third person who shall be the Chair. If the recipient party fails to appoint an arbitrator, or if the appointees fail to agree upon a Chair within the time limit, the appointment of the Chair shall be made by the Minister of Labour upon the request of either party. The Board of Arbitration shall hear and determine the grievance and shall issue a binding decision upon the parties and upon any Member affected by it. The decision of a majority shall be the decision of the Board of Arbitration and if there is no majority the decision of the Chair shall govern. No person shall be appointed as arbitratorwho has been involved the negotiation of this Agreement or in attempts to settle the grievance. Each of the parties hereto will bear the expenses of their and the parties will share equally the expenses of the Chair. All cost related to witnesses called by a party will be paid for by that The Board of Arbitration shall not have any authority to alter or change any of the provisions of this Agreement or to substitute any new provisions in lieu thereof, or to give any decision contrary to the terms and conditions of this Agreement.
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Redress Procedure. Any complaints against the project selection procedural failures have to be submitted by the applicant to SUAVE consortium, ▇▇▇▇▇▇▇▇▇▇▇▇▇@▇▇▇▇▇▇▇▇▇-▇▇▇▇▇▇.▇▇ within 5 calendar days after the notification of the evaluation results. The applicant shall clearly specify procedural failure(s) that happened during the assessment of the proposal and include clear references to the relevant programme documents (Terms and Conditions, application form, etc.). Prior to filing a complaint, the applicant is strongly advised to request additional information from the SME regional contact point within the timeframe (5 calendar days) available for submitting a complaint. Only one request for redress per assessed application will be considered by the Committee, made up of one representative of each project partner. All requests for redress will be treated in confidence. The Application Review Panel will examine the complaint on the basis of the information brought forward by the applicant, will assess the case and decide whether the complaint is justified or not and will inform the applicant and the consortium on the decision taken. If the complaint is considered justified, the Application Review Panel will notify the evaluators to re-evaluate the project application and the related assessment part, subject to the complaint. The evaluators will then provide the Application Review Panel with an updated assessment. The final decision on the complaint will be communicated by the Application Review Panel to the applicant in writing within 20 working days from the date of submitting the complaint. This decision will be final, binding to all parties and not subject to any further complaint proceedings within the programme if the complaint is based on the same grounds.
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Redress Procedure. The parties may agree in writing to seek appointment of a single Arbitrator. Should they be unable to agree on a single Arbitrator, the parties may jointly request the Minister of Labour to make an appointment. Each of the parties will share equally (half and the expenses of a single Arbitrator.
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Redress Procedure. At the end of each selection phase (see Section 8), the applicants will be informed (via e-mail) about the final outcomes of their Applications. Then, they may request for clarifications and further information about the decisions. Applicants will have the possibility to submit a request for redress/appeal, through the email energyforfuture@ ▇▇▇▇▇▇▇▇▇.▇▇ (including “E4F Application – Request for Redress” in the subject of the e-mail), within 5 days from the communication of the results. The E4F Programme Manager will forward the request to the Redress Committee (composed by the Interview Committee members) for review. If the Redress Committee accepts a redress request, the Programme Manager will initiate a new evaluation of the proposal, at the corresponding stage of the Selection process. When the process ends, the candidate will be communicated with the final decision and the comments of the committee in charge for that.
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Redress Procedure 
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Related to Redress Procedure

  • Claims Procedure An Executive or Beneficiary (“claimant”) who has not received benefits under this Agreement that he or she believes should be distributed shall make a claim for such benefits as follows:

  • Disputes Procedure 12.1 If a dispute relating to a Script covered by this Agreement arises between a Writer and the BBC which cannot be settled by direct discussion then either party will have the right to refer the issue to a panel which shall consist of the Head of Talent & Rights Negotiation Group the relevant head of the production department and two of the Writer, the Writer’s representative or representative of the Society, the WGGB or the PMA, at the Writer’s election. This clause shall not however be invoked in a manner which might override any other clause in this Agreement or call into question the BBC’s reasonable and proper discretion to accept or reject a Script. 12.2 Any dispute regarding the interpretation of this Agreement or the interpretation of an individual contract between the BBC and a writer of a Script covered by this Agreement which cannot be resolved by discussion between the parties shall be referred to an Arbitration Committee consisting of two representatives of the BBC and any two of the Writer or Writer’s representative or representative of the Society, the Guild or the PMA as the case may be. Failing settlement it shall then be referred to a single Arbitrator mutually acceptable to both sides who shall determine the issue and whose decision shall be binding on both parties. 12.3 Clause 12.2 shall not apply to disputes arising under clause 12.1, 16.1 and 20-25.

  • 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.

  • Dispute Resolution Procedure Any disputes regarding this clause or any matter relating to the use of an electronic access control system shall be dealt with under clause 11 - Disputes Resolution Procedure.

  • Claim Procedure Any Person entitled to indemnification hereunder shall (i) give prompt written notice to the indemnifying party of any claim with respect to which it seeks indemnification (provided that the failure to give prompt notice shall impair any Person’s right to indemnification hereunder only to the extent such failure has prejudiced the indemnifying party) and (ii) unless in such indemnified party’s reasonable judgment a conflict of interest between such indemnified and indemnifying parties may exist with respect to such claim, permit such indemnifying party to assume the defense of such claim with counsel reasonably satisfactory to the indemnified party. If such defense is assumed, the indemnifying party shall not be subject to any liability for any settlement made by the indemnified party without its consent (but such consent shall not be unreasonably withheld, conditioned or delayed). An indemnifying party who is not entitled to, or elects not to, assume the defense of a claim shall not be obligated to pay the fees and expenses of more than one counsel for all parties indemnified by such indemnifying party with respect to such claim, unless in the reasonable judgment of any indemnified party a conflict of interest may exist between such indemnified party and any other of such indemnified parties with respect to such claim. In such instance, the conflicted indemnified parties shall have a right to retain one separate counsel, chosen by the Holders representing a majority of the Registrable Securities included in the registration if such Holders are indemnified parties, at the expense of the indemnifying party.