Common use of Complaint and Investigation Procedure Clause in Contracts

Complaint and Investigation Procedure. If 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 complaint between the 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. To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a joint committee at each client location identified at Section II, consisting of one (1) member of management and an alternate in the event that member is unavailable, and one (1) employee appointed by the Union, and an alternate in the event that member is unavailable. The Joint Committee will conduct an investigation of the complaint. 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. It is the intention of the Company and Union that, where practical, the joint investigation will begin within two (2) 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. 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. Upon the completion of the joint investigation, the Joint committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the General Manager of the Division for the Company and the plant chairperson. If the members of the Joint committee do not agree, the report may reflect differences in the findings. The General Manager of the Division of the Company and the plant chairperson will then attempt to agree on what action if any should be taken as a result of the complaint and the findings of the Joint committee. Any agreed upon action will then be implemented. If there is no such agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. In the event the complaint remains unresolved and a violation of the collective agreement is alleged, the matter may be considered as a grievance beginning at step 3 of the grievance procedure. Nothing in this Letter of Understanding prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code.

Complaint and Investigation Procedure. If any 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 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 his/her the supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company Facility and Union agree that the Union may try to resolve a harassment or discrimination complaint between the 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 Companycompany within ten (10) days of the initiation of the complaint. 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 it will then be submitted in writing to the Joint j oint committee. To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a The joint committee at each client location identified at Section II, consisting will be comprised of one (1) member of management two representatives selected by the Facility and an alternate in the event that member is unavailable, and one (1) employee appointed two representatives selected by the Union. Where the complainant is a woman and the complaint involved sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and an alternate in the event that member is unavailablediscrimination issues. The Joint Committee will conduct an investigation of the complaint. 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 Committee may, if he/she so wishes, may have Union representation present during the interview. It is the intention of the Company Union and Union the Facility that, where practical, practical the joint investigation will begin within two five (25) 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. In conducting the joint investigation, both the Union and the Company Facility shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint committee Committee will be securely maintained in the offices of the Company Facility and the Union. Upon the completion of the joint investigation, the Joint committee Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the General Manager of the Division for the Company administration and the plant unit chairperson. If the members of the Joint committee Committee do not agree, the report may reflect differences in the findings. The General Manager After completion of a thorough investigation of a harassment complaint the Division of local administration, on consultation with the Company and the plant chairperson unit chairperson, will then attempt to agree on what action if any should be taken as resolve the conflict in a result of the complaint and the findings of the Joint committee. Any agreed upon action will then be implementedmanner that is agreeable to all parties. If there is no such agreement, the Company Facility reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged, the matter may be considered as a grievance beginning at step Step 3 of the grievance procedure. Nothing in this Letter of Understanding Article prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code.

Complaint and Investigation Procedure. If any employee believes Employees’ who feel that he/she has been they are being harassed and/or discriminated against on against, are encouraged to seek protection under this policy. The employee may:  If you feel uncomfortable approaching the basis of a prohibited ground of discrimination person, or if the employee may harassment continues bring the incident forming the basis of the complaint to the attention of his/her supervisor the Human Rights Committee Member and/or Union representativeyour Supervisor.  Tell the person involved as soon as possible, how you feel, and request that they stop the conduct you find offensive.  Document the event(s), complete with the time, date, location, names of witnesses and details of each event, if possible and advise a member of the Human Rights Committee and/or your Supervisor.  If the Human Rights Representative and/or Supervisor cannot, to the satisfaction of the employee, deal with the complaint, it will then be submitted in writing to the Joint Committee. In minor cases, not involving repeat incidents, the Company and the Union agree that the Union may try to resolve a harassment or discrimination complaint between the 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 Joint Committee will be communicated comprised of up to the Company. If the employee’s supervisor and/or Union 2 representatives selected by Xxxxx'x Taxi and 2 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. To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a joint committee at each client location identified at Section II, consisting of one (1) member of management and an alternate in the event that member is unavailable, and one (1) employee appointed selected by the Union, and an alternate in the event that member is unavailableUnifor. The Joint Committee will conduct an investigation of the complaint. 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. It is the intention of the Union and the Company and Union that, where practical, the joint investigation will begin within two five (25) 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. In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, shall maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint committee Committee will be securely maintained in the offices of the Company and the UnionUnion and shall not be considered or used for any other purpose. Upon the completion of the joint investigation, the Joint committee Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the General Manager of the Division for the Company and the plant chairpersonHuman Rights Chairperson. If the members of the Joint committee Committee do not agree, the report may reflect differences in the findings. The General Manager If a harassment complaint is proven valid, appropriate corrective action will be taken against the offending employees. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the Division investigators, the Manager, on consultation with the Human Rights Chairperson and members of the Company and the plant chairperson Human Rights Committee will then attempt to agree on what action if any should be taken as resolve the conflict in a result of the complaint and the findings of the Joint committee. Any agreed upon action will then be implemented. If there manner that is no such agreement, the Company reserves the right agreeable to take such action as it deems appropriate, subject to the Collective Agreementall parties. In the event the complaint remains unresolved and a violation of the collective agreement is alleged, alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. Nothing in this Letter of Understanding prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code.

Complaint and Investigation Procedure. a) If any 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 the bargaining unit Bargaining employees informally using the Unifor 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. To ensure that all employees understand their rights and obligations under this Letter, The Joint Committee will be comprised of two representatives selected by the Company agrees to establish a joint committee at each client location identified at Section II, consisting of one (1) member of management and an alternate in the event that member is unavailable, and one (1) employee appointed 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 an alternate in the event that member is unavailablediscrimination issues. The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (I) 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 Committee may, if he/she so wishes, have Union representation present during the interview. It is the intention of the Union and the Company and Union that, where practical, the joint investigation will begin within two five (25) 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. 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 Committee will be securely maintained in the offices of the Company and the Union. Upon the completion of the joint investigation, the Joint committee Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the General Human Resources Manager of the Division for the Company and the plant chairpersonPlant Chairperson. If the members of the Joint committee Committee do not agree, the report may reflect differences in the findings. The General Human Resources Manager of the Division of the Company and the plant chairperson Plant Chairperson will then attempt to agree on what action if any (other than discipline) should be taken as a result of the complaint and the findings of the Joint committeeCommittee. Any agreed upon action will then be implemented. If there is no such agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. In the event the complaint remains unresolved and a violation of the collective agreement is alleged, alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. Nothing An employee alleging harassment in this Letter the workplace is encouraged to use the above procedure to resolve a complaint. However, it is agreed that when the safety of Understanding prevents an individual employee complaining is being threatened, it may be necessary for that employee to leave the job. In such case the complainant advises the Supervisor, who in turn,advises the Union representative. The complainant details the complaint in a written statement with the Union representative and/or Supervisor. The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Committee. The Joint Committee will then proceed as in clause through above. The complainant is re-assigned to a suitable area or sent home without loss of harassment or discrimination from filing a complaint pay until the investigation is begun, unless both Union and Management agree that an extension is necessary. This Article is not intended to restrict any employee's rights under the Ontario Human Rights Code.

Complaint and Investigation Procedure. If any 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 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 his/her the supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company Facility and Union agree that the Union may try to resolve a harassment or discrimination complaint between the 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 Companycompany within ten (10) days of the initiation of the complaint. 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 it will then be submitted in writing to the Joint joint committee. To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a The joint committee at each client location identified at Section II, consisting will be comprised of one (1) member of management two representatives selected by the Facility and an alternate in the event that member is unavailable, and one (1) employee appointed two representatives selected by the Union. Where the complainant is a woman and the complaint involved sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and an alternate in the event that member is unavailablediscrimination issues. The Joint Committee will conduct an investigation of the complaint. 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 Committee may, if he/she so wishes, may have Union representation present during the interview. It is the intention of the Company Union and Union the Facility that, where practical, practical the joint investigation will begin within two five (25) 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. In conducting the joint investigation, both the Union and the Company Facility shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint committee Committee will be securely maintained in the offices of the Company Facility and the Union. Upon the completion of the joint investigation, the Joint committee Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the General Manager of the Division for the Company administration and the plant unit chairperson. If the members of the Joint committee Committee do not agree, the report may reflect differences in the findings. The General Manager After completion of a thorough investigation of a harassment complaint the Division of local administration, on consultation with the Company and the plant chairperson unit chairperson, will then attempt to agree on what action if any should be taken as resolve the conflict in a result of the complaint and the findings of the Joint committee. Any agreed upon action will then be implementedmanner that is agreeable to all parties. If there is no such agreement, the Company Facility reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. In the event the complaint remains unresolved and a violation of the collective agreement Collective Agreement is alleged, the matter may be considered as a grievance beginning at step Step 3 of the grievance procedure. Nothing in this Letter of Understanding Article prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code.

Complaint and Investigation Procedure. If any 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 should tell the employee may person involved as soon as possible how he/she feels, and request that the person stop the conduct he/she finds offensive. If he/she feels uncomfortable approcaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of his/her supervisor the Supervisor and/or the Union representative. In minor cases, not involving repeat repeated incidents, where the complaint is between two bargaining unit Employees, the Company and Union agree that the Union may try to resolve a harassment complaint between the bargaining unit employees matter informally using the Unifor Internal Procedure without a full investigation investigation, when so requested by the bargaining unit complainant. The outcome of this attempted resolution will be communicated to the CompanyCompany within five (5) days of the initiation of the Complaint. If the employee’s supervisor Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint it will be submitted in writing to the Joint committee. To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a joint committee at each client location identified at Section II, consisting of one (1) member of management and an alternate in the event that member is unavailable, and one (1) employee appointed by the Union, and an alternate in the event that member is unavailable. The Joint Committee will conduct an investigation of the complaint. 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 interviewInvestigation Committee. It is the intention of the Union and the Company and Union that, where practical, that the joint investigation will shall begin within two (2) working days of the lodging of the written complaint immediately and shall be completed within fifteen five (155) calendar days after of the lodging of the written complaint. In conducting the joint investigation, both the Union and the Company shall, shall maintain confidentiality as much as is reasonably possible. A written report shall be submitted by the committee to the extent practicable, maintain confidentiality. Records Director of Administration and the Plant Chairperson upon completion of the investigation, including interviewsoutlining the findings and recommendations, evidence and if any recommendations made by the Joint committee will be securely maintained in the offices of the Company and the Union. Upon the completion of the joint investigation, the Joint committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the General Manager of the Division for the Company and the plant chairpersoncommittee. If the members of the Joint committee Committee do not agree, the report may should reflect their differences in the findings. The General Manager of the Division of the Company and the plant chairperson will then attempt to agree on what action if any should be taken as a result of the complaint and the findings of the Joint committee. Any agreed upon action will then be implementedfinding. If there is no such agreementagreement on the recommendations, the Company reserves the right recognizes its legal obligation to take such action as it deems appropriate, subject to the Collective Agreementappropriate and will do so. In the event the complaint remains unresolved and unresolved, or a violation of the collective agreement is alleged, alleged the matter may xxx be considered instituted as a grievance beginning at step 3 Step Three of the grievance procedure. Nothing in this Letter of Understanding prevents an individual employee complaining of harassment Grievance Procedure, or discrimination from filing the complainant may file a complaint under the Code. The Union agrees to encourage the employee to follow one procedure or the other.

Complaint and Investigation Procedure. If any 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 should tell the employee may person involved as soon as possible how he/she feels, and request that the person stop the conduct he/she finds offensive. • If he/she feels uncomfortable approaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of his/her supervisor the Supervisor and/or the Union representative. In minor cases, not involving repeat repeated incidents, where the complaint is between two bargaining unit Employees, the Company and Union agree that the Union may try to resolve a harassment complaint between the bargaining unit employees matter informally using the Unifor Internal Procedure without a full investigation investigation, when so requested by the bargaining unit complainant. The outcome of this attempted resolution will be communicated to the CompanyCompany within five (5) days of the initiation of the complaint. If the employee’s supervisor Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint it will be submitted in writing to the Joint committee. To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a joint committee at each client location identified at Section II, consisting of one (1) member of management and an alternate in the event that member is unavailable, and one (1) employee appointed by the Union, and an alternate in the event that member is unavailable. The Joint Committee will conduct an investigation of the complaint. 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 interviewInvestigation Committee. It is the intention of the Union and the Company and Union that, where practical, that the joint investigation will shall begin within two (2) working days of the lodging of the written complaint immediately and shall be completed within fifteen five (155) calendar days after of the lodging of the written complaint. In conducting the joint investigation, both the Union and the Company shall, shall maintain confidentiality as much as is reasonably possible. A written report shall be submitted by the committee to the extent practicable, maintain confidentiality. Records HR Manager and the Plant Chairperson upon completion of the investigation, including interviewsoutlining the findings and recommendations, evidence and if any recommendations made by the Joint committee will be securely maintained in the offices of the Company and the Union. Upon the completion of the joint investigation, the Joint committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the General Manager of the Division for the Company and the plant chairpersoncommittee. If the members of the Joint committee Committee do not agree, the report may should reflect their differences in the findings. The General Manager of the Division of the Company and the plant chairperson will then attempt to agree on what action if any should be taken as a result of the complaint and the findings of the Joint committee. Any agreed upon action will then be implementedfinding. If there is no such agreementagreement on the recommendations, the Company reserves the right recognizes its legal obligation to take such action as it deems appropriate, subject to the Collective Agreementappropriate and will do so. In the event the complaint remains unresolved and unresolved, or a violation of the collective agreement is alleged, alleged the matter may be considered instituted as a grievance beginning at step 3 Step Three of the grievance procedure. Nothing in this Letter of Understanding prevents an individual employee complaining of harassment Grievance Procedure, or discrimination from filing the complainant may file a complaint under the Code. The Union agrees to encourage the employee to follow one procedure or the other.

Complaint and Investigation Procedure. If any 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 union agree that the Union may try to resolve a harassment or discrimination complaint between the 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 '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. To ensure that all employees understand their rights The parties will designate independent representatives from the Company and obligations under this Letter, the Union and the Company. Most investigations will be conducted outside of working hours and off company premises. The Company agrees to establish provide and pay Unifor training for three (3) days for two (2) Management and two (2) Union representatives. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at each client location identified at Section II, consisting of least one (1) member of management woman. These representatives must be appropriately trained regarding harassment and an alternate in the event that member is unavailable, and one (1) employee appointed by the Union, and an alternate in the event that member is unavailablediscrimination issues. The Joint Committee will conduct an investigation of the complaint. The joint investigation will include interviews of the complainant, any and employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint committee Committee may, if he/she so wishes, have Union representation present during the interview. It is the intention of the Union and the Company and Union that, where practical, the joint investigation will begin within two five (25) 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. 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 Committee will be securely maintained in the offices Human Resources office of the Company and the UnionCompany. Upon the completion of the joint investigation, the Joint committee Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the General Human Resources Manager of the Division for the Company and the plant chairperson. If the members of the Joint committee Committee do not agree, the report may reflect differences in the findings. The General Human Resources Manager of the Division of the Company and the plant chairperson will then attempt to agree on what action if any should be taken as a result of the complaint and review the findings of the Joint committeejoint committee and may discuss findings with the joint committee in the presence of the plant chairperson. Any agreed upon action The Human Resources Manager will then be implemented. If there deem what action is no such agreement, appropriate based upon the Company reserves findings of the right to take such action as it deems appropriatejoint committee, subject to the Collective Agreementcollective agreement. In the event the complaint remains unresolved and a violation of the collective agreement is alleged, alleged the matter may be considered as a grievance beginning at step 3 of the grievance procedure. Nothing Nothing, in this Letter of Understanding article, prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code.

Complaint and Investigation Procedure. If any 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 the bargaining unit employees informally using the Unifor 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 '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. To ensure that all employees understand their rights and obligations under this Letter, Article the Company agrees to establish a joint committee at each client location identified at Section II, consisting of two (2) members of management and two (2) employees appointed by the Union. At least one (1) member from each side will be female. The female Union representative will also act as the Woman’s Advocate. The Company will provide retraining for Workplace Harassment Training once within the term of this agreement. 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. Two members of the Joint Committee (one management and an alternate in the event that member is unavailable, and one (1union) employee appointed by the Union, and an alternate in the event that member is unavailable. The Joint Committee will conduct an investigation of the complaint. 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 Member interviewed by the Joint committee Committee may, if he/she so wishes, have Union representation present during the interview. It is the intention of the Union and the Company and Union that, where practical, the joint investigation will begin within two five (25) 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. 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 Committee will be securely maintained in the offices of the Company and the Union. Upon the completion of the joint investigation, the Joint committee Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the General Human Resources Manager of the Division for the Company and the plant chairpersonChairperson. If the members of the Joint committee Committee do not agree, the report may reflect differences in the findings. The General Human Resources Manager of the Division of the Company and the plant chairperson Chairperson will then attempt to agree on what action if any should be taken as a result of the complaint and the findings of the Joint committeeCommittee. Any agreed upon action will then be implemented. If there is no such agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. In the event the complaint remains unresolved and a violation of the collective agreement is alleged, alleged the matter may be considered as a grievance beginning at step Step 3 of the grievance procedure. Nothing in this Letter of Understanding Article prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code.

Complaint and Investigation Procedure. If 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 complaint between the 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 xxxx with the complaint, the employee may submit his/her complaint in writing to the Joint committee. To ensure that all employees understand their rights and obligations under this Letter, the Company agrees to establish a joint committee at each client location identified at Section II, consisting of one (1) member of management and an alternate in the event that member is unavailable, and one (1) employee appointed by the Union, and an alternate in the event that member is unavailable. The Joint Committee will conduct an investigation of the complaint. 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. It is the intention of the Company and Union that, where practical, the joint investigation will begin within two (2) 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. 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. Upon the completion of the joint investigation, the Joint committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the General Manager of the Division for the Company and the plant chairperson. If the members of the Joint committee do not agree, the report may reflect differences in the findings. The General Manager of the Division of the Company and the plant chairperson will then attempt to agree on what action if any should be taken as a result of the complaint and the findings of the Joint committee. Any agreed upon action will then be implemented. If there is no such agreement, the Company reserves the right to take such action as it deems appropriate, subject to the Collective Agreement. In the event the complaint remains unresolved and a violation of the collective agreement is alleged, the matter may be considered as a grievance beginning at step 3 of the grievance procedure. Nothing in this Letter of Understanding prevents an individual employee complaining of harassment or discrimination from filing a complaint under the Code.