Right of Written Response Sample Clauses

The Right of Written Response clause grants a party the explicit ability to formally reply in writing to statements, allegations, or decisions made by another party within a contractual or procedural context. Typically, this clause outlines the timeframe in which the response must be submitted and may specify the format or method of delivery, such as email or certified mail. Its core practical function is to ensure fairness and transparency by allowing the affected party an opportunity to present their perspective or defense before any final decisions are made, thereby reducing misunderstandings and potential disputes.
Right of Written Response. A unit member may submit a written response to any evaluation within five (5) working days from the date the evaluation was signed by the unit member. Said response shall be attached to the evaluation and filed therewith.
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Right of Written Response. The employee shall have the right to attach a response to the evaluation. Any such response shall be considered confidential, and viewed only by appropriate District personnel. The employee has ten (10) business days from the date of the formal evaluation to complete and submit a written response to the evaluation. The evaluator at a conference shall consider the input of the employee and may change the evaluation. Irrespective of the evaluator’s decision regarding the employee’s written response, the employee’s submission shall be attached to the evaluation and included in the official personnel file.
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Right of Written Response. The teacher will have a right of written response at any time that a written disciplinary action is issued to the teacher’s District personnel file. Such response will be attached as a permanent addendum to the written disciplinary action.
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Related to Right of Written Response

  • Initiation – Written Request To initiate the review, the claimant, within 60 days after receiving the Company’s notice of denial, must file with the Company a written request for review.

  • Written Reprimand A written reprimand may be issued to an employee when appropriate in keeping with provisions of this Article. Such written reprimand shall be dated and signed by the supervisor/designee before it is provided to the employee. If the employee chooses not to sign to acknowledge receipt of the reprimand, it shall be witnessed to document that the employee received the same. Such reprimands shall be filed in the affected employee’s personnel file.

  • Written Reprimands a. A written reprimand shall be issued within ten duty days of the initial formal conference. This time limit may be extended on cases where additional witnesses and/or sources of information are/were unavailable for further investigation or upon written notice to the employee of an anticipated completion date. b. An employee may, within 20 duty days after receipt of a written reprimand, file a response which shall be appended to the reprimand. c. A written reprimand shall not serve as prima facie evidence of the facts alleged therein in any later situation involving dismissal. d. A written reprimand shall be deemed no longer relevant for disciplinary purposes after a specified period of time, in accordance with Article XI, Section F. The reprimand shall indicate such in writing.

  • Written Request All requests for child care leave must be submitted in writing thirty (30) days prior to the anticipated commencement of the intended leave. The request will indicate the proposed commencement and termination dates for the intended leave. In the event of an emergency, the School District has the right to waive or adjust the prior notification requirement.

  • Written Report To provide a written report of the investigation to the County Compliance Manager within ten (10) working days of the discovery of the breach or unauthorized use or disclosure. The report shall include, but not be limited to, the information specified above, as well as a full, detailed corrective action plan, including information on measures that were taken to halt and/or contain the improper use or disclosure.