Common use of Complaint and Investigation Procedure Clause in Contracts

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 CAW 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.

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 CAW 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.

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 CAW 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 ’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.

Complaint and Investigation Procedure. a) If an any 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 the bargaining unit employees informally using the CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's ’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 Committeecommittee.

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 CAW 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 ’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.

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 discrimination, the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representativeRepresentative. In minor cases, not involving repeat incidents, the Company and the Union agree that the Union may try to resolve a harassment or harassment, discrimination complaint between Bargaining Unit bargaining unit employees informally using the CAW Internal Procedure without a full investigation when so requested in writing by the Bargaining Unit bargaining unit complainant. The complaint and outcome of this attempted resolution will be communicated to the Company. If the employee's ’s supervisor and/or Union representative 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.

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 his Supervisor and/or the Union representativeRepresentative. In minor cases, between bargaining unit employees only and not involving repeat incidents, the Company Employer and the Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the CAW UNIFOR Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome and a full report 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 CommitteeEmployer’s Labour Relations Specialist.

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 CAW 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 ’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.

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 Supervisor and/or the Union representativeRepresentative. In minor cases, between bargaining unit employees only and not involving repeat incidents, the Company Employer and the Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the CAW UNIFOR Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome and a full report 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 CommitteeEmployer’s Labour Relations Specialist.

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, between bargaining unit employees only and not involving repeat incidents, the Company company and Union union agree that the Union union may try to resolve a an harassment or discrimination complaint between Bargaining Unit the bargaining unit employees informally using the CAW UNITE HERE Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome of this attempted resolution with a full report 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 CommitteeHuman Resources Manager.

Complaint and Investigation Procedure. (a) If an employee believes that he/she has been subjected to Workplace Violence, or 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 CAW 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 ’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.

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 his Supervisor and/or the Union representativeRepresentative. In minor cases, between bargaining unit employees only and not involving repeat incidents, the Company Employer and the Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome and a full report 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 CommitteeEmployer’s Labour Relations Specialist.

Complaint and Investigation Procedure. a) If an any 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 the bargaining unit employees informally using the CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit 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 Committeecommittee.

Complaint and Investigation Procedure. a) If an employee believes that he/she has been subjected to Workplace Violence, or 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 CAW 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 ’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.

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 Supervisor and/or the Union representativeRepresentative. In minor cases, between bargaining unit employees only and not involving repeat incidents, the Company Employer and the Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit bargaining unit employees informally using the CAW Internal Procedure without a full investigation when so requested by the Bargaining Unit bargaining unit complainant. The outcome and a full report 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 CommitteeEmployer’s Labour Relations Specialist.