Resolution Process Sample Clauses

Resolution Process. In all cases wherein a dispute arises, the Partners agree to resolve disputes amicably and with minimal disruption to the normal day-to-day activities of the Partnership. When discussions between the primary staff of the Partners fail to resolve the dispute, the Chief Executive of each Partner will meet face to face and negotiate a resolution in good faith.

Resolution Process. On receipt of a P1 or P2 error report, ▇▇▇▇▇ will assign one engineer, who will contact the Client and request access to the system in order to assess the error and will report to the Client what has caused the error and the actions required to allow the error to be resolved and/or worked around. For P1 or P2 incidents, 30 minutes after the system has been made available, if the error has not been identified by the single engineer, the call will be escalated internally and ▇▇▇▇▇’▇ senior support staff will be made available to co-ordinate the situation, this will include regular updates by telephone or email explaining the actions that are being carried out to not only identify the error, but to give an estimate on the solution and time scale involved. SUPPLIER RESPONSIBILITIES

Resolution Process. If, mutual agreement cannot be met, either party will submit an application for determination to the Alberta Labour Relations Board (ALRB). This decision is final and binding on both parties.

Resolution Process. Any written complaint from an identified source alleging racism within the school shall be dealt with in the following manner. a. If a teacher feels they have been a victim of racism, they or any member of the Association, if requested by the complainant, may attempt to resolve the matter by informing the alleged offender and the participants shall attempt to reach agreement on a course of future conduct and/or proceed to C.38.2.b. b. If a teacher feels that they have been a victim of racism, they or any member of the Association, if requested by the complainant, may attempt to resolve the matter by lodging a complaint with a school-based administrator or a senior official in the Superintendent’s Office or Human Resources. An investigation of the complaint shall take place as soon as reasonably possible. In cases where racism has been determined to have occurred, disciplinary action may be taken against the offender. Such disciplinary action may include verbal reprimand, written reprimand, suspension, dismissal, or any combination of the aforementioned.

Resolution Process. Notwithstanding anything to the contrary in the SDA, any Dispute (as defined below) shall be resolved exclusively in accordance with the following provisions of this ARTICLE XI:

Resolution Process. After filing the Grievance Form with Human Resources, the process for resolving the grievance is as follows: Step 1: Within three calendar weeks after a formal grievance is filed, the department head will investigate the grievance, confer with the grievant in an attempt to resolve the grievance, and make a decision in writing. a. If the grievance is not resolved in Step 1 to the satisfaction of the grievant, he or she may, within not more than five working days from his/her receipt of the department head’s decision, request consideration of the grievance by the County Administrator, by so notifying the Human Resources Department in writing. b. Within fourteen calendar days after such notification, the County Administrator will begin the process of investigating the grievance, conferring with persons affected and their representatives to the extent he or she deems necessary, and will render a decision in writing within twenty-one (21) calendar days of the conclusion of the hearing or findings of fact. c. If the written decision of the County Administrator resolves the grievance to the satisfaction of the grievant and the County, it will bind the County, subject to ratification by the Board of Supervisors if the decision requires an unbudgeted expenditure. d. If the written decision of the Administrator is likely to not resolve the grievance to the satisfaction of the grievant, he/she will advise the grievant, in writing, of the decision and the alternatives under Step 3, should the grievant choose to proceed further. A final consideration of the grievance to Step 3 may be filed in writing with the Human Resources Department not more than seven calendar days from receipt of the County Administrator’s decision. The grievant may, to the extent provided below, select either Alternative A or Alternative B as the final appeal step. Mandatory Settlement Conference: Prior to a hearing before the Personnel Commission or an arbitrator, the parties will participate in a mandatory settlement conference in an attempt to resolve the grievance. All discussions in the settlement conference are confidential and may not be used in any subsequent hearing/arbitration or dispute resolution process.

Resolution Process. ‌ Where the parties to a dispute of a non-NES nature are the registrar and/or supervisor and/or practice, the following steps will apply: Step 1 – Complainant informs relevant peak i. The registrar informs GPRA of issue or concern ii. The supervisor or practice informs GPSA of issue or concern

Resolution Process. The parties agree that prompt tribe-to-state and tribe- to-county resolution of problems that affect tribal family receipt of services is an effective way to ensure compliance with the Indian Child Welfare Act and the Minnesota Indian Family Preservation Act. Accordingly, when a report of non-compliance is made, the Department, through its Indian Child Welfare Program Consultant, and the affected Tribe, through its designated tribal representative, will take immediate steps to communicate with each other about the situation and to begin a process to resolve the problem. Anyone may make a report of non- compliance.

Resolution Process. The Association agrees to urge its members to raise such health and safety problems with the District and seek internal resolution. However, this understanding does not in any way preclude the rights of members in the Bargaining Unit to make use of contract language afforded in the grievance procedure.