Common use of Complaint and Investigation Procedure Clause in Contracts

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. 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 the CAW Internal Procedure without a full investigation when investigationwhen so requested by the bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company within ten (100) 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 (10IO) working days of the incident(s) The Home and the Union will Unionwill conduct separate investigations into the allegations. Upon completion of their separate investigations the parties will partieswill meet within ten (10I0) working days. After such meeting the meetingthe 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 CAW-Canada agree they will jointly implement a written process and policy to ensure joint responsibility under the Human Rights Code.