Complainant. This is an enrollee, applicant, or former enrollee, or anyone acting on behalf of an enrollee, applicant or former enrollee, who submits a complaint.
Complainant. The complainant is an employee who has been subjected to behaviour that believes to be harassment.
Complainant. The term "complainant" as used in this Article refers to a CSUEU- represented employee who is a:
a. permanent employee(s); or
b. probationary employee(s); or
c. temporary employee(s) employed for more than ninety (90) consecutive days immediately prior to the event giving rise to the complaint; or
d. intermittent employee(s); and who allege(s) in a complaint that he/she/they has/have been directly wronged by a violation, misapplication, or misinterpretation of a specific term(s) of a CSU policy governing working conditions or CSU work rules. The term "complainant," as used in this Article, may refer to the Union when alleging a violation, misapplication, or misinterpretation of a specific term(s) of a CSU policy governing working conditions or CSU work rules.
Complainant. The term "complainant" as used in this Article refers to a CSUEU- represented employee who is a:
a. permanent employee(s); or
b. probationary employee(s); or
c. temporary employee(s) employed for more than ninety (90) consecutive days immediately prior to the event giving rise to the complaint; or
d. intermittent employee(s); and who allege(s) in a complaint that they have been directly wronged by a violation, misapplication, or misinterpretation of a specific term(s) of a CSU policy governing working conditions or CSU work rules. The term "complainant," as used in this Article, may refer to the Union when alleging a violation, misapplication, or misinterpretation of a specific term(s) of a CSU policy governing working conditions or CSU work rules.
Complainant. Xxxxx be an individual bargaining unit member acting on his/ her own behalf or the Association acting on behalf of a member or members.
Complainant. As a complainant, employees have the right under this procedure to have their complaint treated seriously and to be thoroughly investigated; and
1. Have their complaint held in confidence in so far as is necessary for the purposes of investigating the complaint or taking disciplinary action in relation to the complaint (this means that your complaint will be shared with the person against whom the complaint was made);
2. Be accompanied by another person, including a union representative or legal counsel (non-union), for support during all interviews related to the complainant; and
3. Have the Employer take all reasonable steps to ensure that they are protected from any repercussions resulting from the filing of a complaint. However, in accordance with the rights of the person about whom a complaint has been filed (see respondent below), any complaint will be shared with the accused. As a complainant, the employee(s) is responsible to:
Complainant. A complainant is a Residential Faculty member or members covered by the Faculty Agreement who initiates the Resolution of Controversy (RoC) process. If the aggrieved party is the College Faculty Senate or Faculty Association, the Resolution of Controversy will be initiated at the appropriate level.
Complainant. Any Tenant (as defined below) whose grievance is presented to the SMHA (at the central office or the development office) in accordance with the requirements presented in this procedure.
Complainant. The person who makes a complaint about workplace bullying harassment that is witnessed or experienced.
