Reporting an Incident Sample Clauses
The 'Reporting an Incident' clause establishes the obligation for parties to promptly notify relevant stakeholders when a specific event or issue occurs, such as an accident, breach, or other significant incident. Typically, this clause outlines the required timeframe for reporting, the method of communication, and the information that must be included in the report, such as the nature of the incident and any immediate actions taken. Its core practical function is to ensure timely awareness and response to incidents, thereby minimizing potential harm, facilitating compliance, and enabling appropriate follow-up actions.
Reporting an Incident. The Company and Union strongly encourage the good faith reporting of all instances of harassment or discrimination. An employee who feels he or she has been treated in a manner that violates this policy should: • Request that the unwanted behaviour stop; • Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to the Human Resources Department and, at the Employee’s option, the Employee Advocate; • An Employee who is not comfortable initiating the discussion with Human Resources or the Employee Advocate should contact the Magna Employee Hotline. A prompt, thorough and impartial investigation will be made. The complaint will be disclosed only to the extent necessary to make a thorough investigation or as necessary to take appropriate corrective measures. The employee will be informed of the results and resolution.
Reporting an Incident. If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: • Request a stop of the unwanted behaviour; • Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; • Document the events, complete with times, dates, location, witnesses and details; • Report the incident to any Company or Union Representative; • Report the incident to the Magna Employee Hotline at ▇-▇▇▇-▇▇▇-▇▇▇▇.
Reporting an Incident. An employee who believes to have been subject to or observed any prohibited discriminatory practice or harassment by a Justice, other employee, Court appointee, person who conducts business with the Court, or visitor should report it immediately to any member of Senior Staff, the Director of Human Resources, the Administrative Director, or, if the subject of the prohibited discriminatory practice or harassment is an employee and the incident did not involve that employee’s immediate supervisor, to the employee’s immediate supervisor. Any of these persons to whom an incident is reported shall promptly notify the Director of Human Resources.
Reporting an Incident. The Parties agree that any allegation of harassment under the Respect in the Workplace Article should be dealt with in an expeditious manner, and they will encourage their respective representatives to do all they can to ensure that delays in dealing with such allegation are minimized. The process must be fair, consistent and expeditious.
a) An employee who considers that they have been subjected to workplace harassment or discrimination (the "Complainant") is encouraged to bring the matter to the attention of the person believed to be responsible for the conduct (the "Respondent") and let the Respondent know that the conduct is unwelcome or discriminatory. If the Complainant does not wish to bring the matter directly to the attention of the Respondent, or if such an approach is attempted and does not produce a satisfactory result, the Complainant may seek the advice of a Complaint Officer as soon as possible. The Complaint Officer will advise the Union before proceeding with their investigation.
b) For the purpose of this Article, a Complaint Officer must be qualified and capable of conducting investigations. The Complaint Officer conducting the investigation must be impartial and have no first-hand knowledge of events or have provided any information or guidance pertaining to a complaint.
c) Complaint Officers may include, and be consulted as follows:
i) Manager of Human Resources;
ii) the Managing Director;
iii) Director of Legal and Executive Affairs; iv) an external investigator appointed at the discretion of the administration.
Reporting an Incident. An employee who considers that she or he has been subjected to workplace harassment, bullying or Prohibited Discrimination (the “complainant”) is encouraged to bring the matter to the attention of the person believed to be responsible for the conduct (the “respondent”) and let the Respondent know that the conduct is unwelcome or discriminatory. If the complainant does not wish to bring the matter directly to the attention of the Respondent, or if such an approach is attempted and does not produce a satisfactory result, the complainant must seek the advice of a Complaint Officer as soon as possible. The complainant may also initiate a grievance pursuant to the grievance procedures of the Collective Agreement. Complaint Officers include:
i) The Managing Director ii) President of IATSE Local 891 iii) Treasurer of IATSE Local 891 iv) Two other “complaint officers” designated by and from the IATSE 891 executive, one of which must be a woman.
Reporting an Incident. After direct or indirect disclosure or signs of abuse are spotted, please immediately inform ▇▇▇▇ with the following information:
4.1 What your concerns are.
4.2 Where, when, who from and how you got the concerns.
4.3 What you have done.
4.4 Whether the affected Learner(s) are aware of this referral?
Reporting an Incident. Conflict Resolution: If you experience or witness behavior that violates our policies, we encourage you to address the issue respectfully and directly with the person involved if you feel comfortable doing so.
Reporting an Incident.
4.2.1. To report an Incident, the Customer must notify the CSC to open a Trouble Ticket. An Incident without an appropriate Trouble Ticket will not qualify for Service Credits in the event of non-performance.
4.2.2. An Incident can only be reported via the following means: Telephonically 083 123 0000 Via email ▇▇▇▇▇▇▇▇▇▇▇@▇▇▇.▇▇▇ Portal SRM Portal Portal MNS Portal
4.2.3. The following information must be provided when reporting an Incident:
4.2.3.1. Type of problem being experienced 4.2.3.2. Company Name on account
Reporting an Incident. All Incident support is delivered through Mission Labs Support, which must be contacted by the Customer as soon as is practicable through the channels set out in Section 3.0 of this Schedule. Mission Labs Support Portal is the primary channel for reporting any Incident.
Reporting an Incident. If you experience or witness behavior that violates our policies, we encourage you to address the issue respectfully and directly with the person involved if you feel comfortable doing so. If the issue is not resolved or you prefer not to handle it directly, report it to any staff member. Incidents should be reported to staff within 48 hours of the occurrence. You can choose to make a formal or informal report: