Student Complaint Procedure Sample Clauses

The Student Complaint Procedure clause establishes a formal process for students to raise concerns or grievances regarding their educational experience or treatment by the institution. Typically, this clause outlines the steps students must follow to submit a complaint, such as providing written notice, engaging in informal resolution attempts, and escalating the issue to higher authorities if necessary. Its core function is to ensure that student complaints are addressed in a structured and fair manner, promoting transparency and accountability within the institution.
Student Complaint Procedure. To address academic complaints, students will be referred directly to the individual involved. Ideally, academic complaints are resolved at the lowest possible level. As such, if a student has an academic complaint concerning a faculty member, the student will first be referred to the faculty member. If a student chooses not to talk with the faculty member, for whatever reason, the student should then be referred to the chair of the department. If an academic complaint from a student concerning a faculty member is brought to a ▇▇▇▇, the ▇▇▇▇ will refer the complaint to the appropriate faculty member first, following the aforementioned steps. If successful resolution cannot be found first through the faculty member, second through the department chair, or the department chair is unavailable, the referral will go back to the appropriate ▇▇▇▇. Unavailable is defined as unresponsive to e-mails for two business days. Prior to taking action on the complaint, the ▇▇▇▇ will discuss the complaint with the faculty member. In an extraordinary circumstance, the ▇▇▇▇ may inform the faculty member after taking action on the student’s complaint. If a faculty member chooses, they have the right to have a representative from the KVCCFA present.
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Student Complaint Procedure. All complaints shall be made in writing pursuant to the Student Complaint Resolution Procedure established by AAPS in accordance with section 36 of Ontario Regulation 415/06 under the Private Career Colleges Act, 2005, a copy of which is attached to this contract as Schedule [
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Student Complaint Procedure. If a complaint from a student concerning a faculty member is brought to a ▇▇▇▇, the ▇▇▇▇ will refer the complaint to the appropriate chair for resolution. If successful resolution is not achieved through the chair, referral will go back to the ▇▇▇▇. Prior to taking action on the complaint, the ▇▇▇▇ will discuss the complaint with the faculty member. In an extraordinary circumstance, the ▇▇▇▇ may inform the faculty member after taking action on the student’s complaint.
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Student Complaint Procedure. 990 The College and UFF-Brevard believe that any student conduct procedure must measure the impact to 991 the student, involved faculty members, and the College. As such, the College will follow the established, 992 mutually agreed upon, student complaint procedure outlined in the Policies and Procedures Manual. 993 The College will follow the existing procedures related to Title IX complaints, Student Code of Conduct 994 violations, and/or law enforcement investigations. If the concerns are a potential Title IX complaint, the 995 complaint will be referred to the Title IX Compliance Officer. If the complaint is a law enforcement 997 referred to the Associate ▇▇▇▇ of STEM & Business who will determine if a complaint has merit. If the 999 above. In the event that a complainant is currently enrolled in the involved faculty member’s course, 1000 the faculty member has the right to remove the complainant from the course if they feel that the 1001 complainant remaining in the course will create an unsafe environment, will interfere with other 1002 students’ education, and/or the complainant’s behavior has been egregious enough to merit removal. 1003 A. Faculty members invoking this policy must provide justification and/or supporting 1004 documentation to the Supervising Administrator before action is taken that meets the 1005 preponderance-of-the-evidence standard (i.e., more likely than not). 1008 an adjunct instructor, the full-time faculty member may disclose justifications for and/or 1009 pertinent information regarding the transfer.
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Student Complaint Procedure. The Edison Institute of Nutrition provides an opportunity for students to resolve disputes of a serious nature in a fair and equitable manner. When a concern or dispute arises, the student should first address the concern in writing ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Co Director by email: ▇▇▇▇▇▇▇@▇▇▇▇▇▇▇▇▇▇.▇▇▇, by fax ▇▇▇▇ ▇▇▇-▇▇▇▇ or by mail to the above address. Once the complaint is received and reviewed the student will be contacted within 48 hours, the student will have the opportunity to verbally submit and discuss further information and concerns. The necessary inquiries and/or investigations shall be conducted, and the co-director will do one of the following within 10 school days:
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Student Complaint Procedure. All complaints shall be made in writing pursuant to the Student Complaint Resolution Procedure established by NAI. A copy of which is attached to NAI’s Catalogue.
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Student Complaint Procedure. The College and UFF-Brevard believe that any student conduct procedure must measure the impact to the student, involved faculty members, and the College. As such, the College will follow the established, mutually agreed upon, student complaint procedure outlined in the Policies and Procedures Manual. The College will follow the existing procedures related to Title IX complaints, Student Code of Conduct violations, and/or law enforcement investigations. If the concerns are a potential Title IX complaint, the complaint will be referred to the Title IX Compliance Officer. If the complaint is a law enforcement complaint, the College will follow the directions of law enforcement. All other written complaints will be referred to the Associate ▇▇▇▇▇▇▇ who will determine if a complaint has merit. If the complaint is believed to have merit, the College will follow the Policies and Procedure Manual as stated above. In the event that a complainant is currently enrolled in the involved faculty member's course, the faculty member has the right to remove the complainant from the course if they feel that the complainant remaining in the course will create an unsafe environment, will interfere with other students' education, and/or the complainant's behavior has been egregious enough to merit removal. 1. Faculty members invoking this policy must provide justification and/or supporting documentation to the Supervising Administrator before action is taken that meets the preponderance-of-t he-evidence standard (i.e., more likely than not). 2. If the College elects to move the complainant to a different section/course, it must provide the rationale for the move to the faculty member of the new course. In the event that the new instructor is an adjunct instructor, the full-time faculty member may disclose justifications for and/or pertinent information regarding the transfer.
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Student Complaint Procedure. 26 The Employer believes that all employees should be treated with dignity, respect and 27 fairness. With that in mind, the Employer maintains a written procedure for addressing 28 student complaints that may be lodged against members of the bargaining unit. The 29 procedure is accessible through the office of Academic Affairs and may be revised from 30 time to time by the Employer.
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Related to Student Complaint Procedure

  • Complaint Procedure Section 1. Complaints involving charges of sexual harassment, crime (whether misdemeanor or felony), or charges of discrimination are explicitly excluded from consideration under this Article. Such charges shall be pursued under appropriate laws, policies and procedures. Section 2. Complaints by students which fall within the purview of District Student Grievance Procedures shall be processed and investigated under that procedure and shall not be subject to the provisions of this Article. Any subsequent disciplinary action resulting from the Student Grievance Procedures will be discussed with the Adjunct Faculty Member in a separate meeting and the Adjunct Faculty Member will be given the opportunity to have a union representative present; no Member shall be disciplined without just cause. Section 3. Any complaint about an Adjunct Faculty Member shall be immediately investigated by the President or designee. If the complaint appears to have substance, the complaint and the name of the person making the complaint should generally be provided to the Adjunct Faculty Member within fourteen (14) calendar days of receipt of the complaint. Section 4. The complaint and the results of the investigation conducted by the President or designee shall be put into writing. If the investigation appears to substantiate the complaint, as soon as possible after such determination has been made, the President or designee shall meet with the Adjunct Faculty Member to discuss the issues which seem to be involved. The Adjunct Faculty Member may be represented by the Association during this meeting. Section 5. If, after the meeting prescribed in Section 4, there appears to be cause, the person making the complaint shall meet with the President or designee and the Adjunct Faculty Member in an attempt to further understand the complaint or to respond to the complaint and reach a settlement. The Adjunct Faculty Member may be represented by the Association during this meeting. Section 6. If the complaint cannot be settled to the satisfaction of all parties during the meeting provided for in Section 5, the Adjunct Faculty Member may prepare a written response to the complaint. The response shall be attached to the complaint. The complaint and the Adjunct Faculty Member’s response shall be placed in the Adjunct Faculty Member’s Personnel file. Section 7. At any point at which the complaint is judged to be untrue or unsubstantiated, all records of the complaint shall be removed from the personnel file.

  • 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.

  • 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.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • Informal Grievance Procedure Employees are encouraged to act promptly to attempt to resolve disputes with their manager/supervisor through an informal procedure. A meeting between the manager/supervisor and the employee should take place whenever requested by either party to assist, to clarify or resolve the grievance. The employee may be accompanied by his/her Union representative at the informal meeting. Any resolution reached at the informal step must be in accordance with the provisions of this agreement, or other rule or ordinance and shall not set precedent.