Complaint and Investigation Procedure a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee.
b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues.
c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview.
d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint.
e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union.
f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recomme...
Complaint and Investigation Procedure. (a) The complaint and investigation procedure is not intended to be restrictive in any way. In addition to this procedure, bargaining unit employees have the right, at any time, to seek the assistance and/or involvement of a union representative and to pursue existing grievance procedures. In the event that a grievance is filed, the grievance will start at a stage agreed to by the parties.
(b) This procedure is not intended to preclude any other existing recourse that may be available to an employee.
(c) The complaint process, once initiated, will be expedited as quickly as possible.
Complaint and Investigation Procedure. The complaint procedure must be flexible to achieve maximum accessibility and confidentiality. The recommended procedure for an employee who feels they are being harassed is as follows:
Complaint and Investigation Procedure. If an employee believes that he/she has been sexually, violently, or racially harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident to the attention of his/her Supervisor and/or Union representative. If the employee’s Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee must submit his/her complaint in writing to the Joint Harassment Committee and identify the issues, allegations, and witnesses. The complainant will be offered a problem solving session prior to the launch of any investigation by the Joint Harassment Committee.
Complaint and Investigation Procedure. If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination, the employee may:
Complaint and Investigation Procedure. If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may: Tell the person involved as soon as possible how you feel, and request that he/she stop the conduct you find offensive. If you feel uncomfortable approaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of the supervisor and/or union representative. In minor cases, not involving repeat incidents, the Home and union agree that the union may try to resolve a harassment or discrimination complaint between bargaining unit employees informally using Unifor Internal Procedure without a full investigation when so requested by the bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company within ten (10) days of the initiation of the complaint. In serious cases and cases involving repeat incidents, the employee shall put her complaint in writing, within ten (10) working days of the incident(s) The Home and the Union will conduct separate investigations into the allegations. Upon completion of their separate investigations the parties will meet within ten (10) working days. After such meeting the parties will communicate their findings to all parties involved. If there is no resolution at this stage the complainant may take the issue up with a grievance, which will start at Step #2. Caressant Care and Unifor agree they will jointly implement a written process and policy to ensure joint responsibility under the Human Rights Code.
Complaint and Investigation Procedure. The complaint procedure must be flexible to achieve maximum accessibility and confidentiality. The recommended procedure for an employee who feels they are being harassed is as follows: Tell the harasser clearly that the offending behaviour is NOT welcome. Remind the harasser that the behaviour is contrary to policy. The employee should keep a written record of dates, times, witnesses and nature of behaviour. Often this is the simplest and most effective way to put an end to harassing and the Company encourages employees to take this action. However, victims of harassment are not obliged to confront the harasser and, if the harassee is unwilling or unable to do so, or if the misconduct continues after confrontation, the victim of harassment should report the offensive behaviour as outlined below.
Complaint and Investigation Procedure. As a means to ensuring a workplace free from discrimination and harassment, JWJ adopts this formal procedure for the handling of discrimination or harassment complaints. This procedure is intended to supplement - not to replace or supersede - the other procedures available to employees under Title VII of the Civil Rights Act of 1964, Colorado Anti-Discrimination statutes, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Genetic Information Nondiscrimination Act, or any other applicable federal, state or municipal fair employment practices law, or otherwise.
A. General Principles
Complaint and Investigation Procedure. The procedure for dealing with complaints of discrimination or harassment is as follows:
(A) If an employee believes that they have been the target of discrimination harassment, or sexual harassment, the employee is encouraged to report the alleged incident(s) as soon after the incident occurs as possible to any supervisor, manager, Deputy Director, Executive Directoror a designated third-party (“Third Party Investigator”) who shall be approved by the Employer’s Board of Directors, with input from the JLMC.
(B) If the person accused of discrimination, harassment or sexual harassment is the employee’s direct supervisor or manager, the employee is encouraged to report to the Deputy
(C) The employee is not required under this procedure to complain directly to the offending individual.
(D) It is the responsibility of any supervisor, manager, Deputy Director, or Third Party Investigator who receives a complaint to inform the Executive Director of the allegations within twenty-four (24) hours. A complaint will be investigated by the Third Party Investigator. The Executive Director or Deputy Director will facilitate the investigation process in coordination with the Third Party Investigator, however, the Executive Director shall make the ultimate determination of what steps shall be taken. All employees will be introduced to or made aware of the Third Party Investigator before the end of their first week of hire.
(E) Complainant shall provide the Third Party Investigator with a description of the alleged discrimination or harassment in as much detail as possible.
(F) The Third Party Investigator may request that this information be provided in
(G) Where appropriate and possible, the Executive Director may attempt to resolve
(H) The Third Party Investigator will conduct an investigation to determine whether or not discrimination or harassment has occurred.
(I) During the course of the investigation, the Third Party Investigator will inform the individual alleged to have engaged in discrimination or harassment of the complaint, and will give her or him the opportunity to respond to the allegations and to submit the names of individuals whom she or he believes have information relevant to the investigation.
(J) The investigation may include meeting with the complainant, the accused, and other individuals who may have relevant information. Relevant documents may also be reviewed. The investigation will be conducted promptly, thoroughly and impartially, and in as conf...
Complaint and Investigation Procedure. If an employee believes that has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of supervisor and/or Union representative. In minor cases, between bargaining unit employees only and not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between bargaining unit employees informally using the UNITE Internal Procedure without a full investigation when so requested by the bargaining unit complainant. The outcome of this attempted resolution with a full report will be communicated to the Human Resources Manager. The employee may submit complaint in writing to the Company. The Company will conduct an investigation of the complaint. The investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Company may if so wishes, have Union representation present during the interview. The Company agrees that where practical, the investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint.
