Common use of Complaint and Investigation Procedure Clause in Contracts

Complaint and Investigation Procedure. Employees are encouraged, whenever possible, to let a person know if the employee has said or done something which the employee finds offensive or unwelcome. Many potential complaints can be resolved in this way. However, if an employee does not want to speak directly to the alleged harasser, or if the employee has done so and the harassment has continued, the employee may initially report the alleged harassing conduct to any of the following, either orally or in writing: • Employee’s immediate supervisor (an employee is not required to make a complaint to their immediate supervisor if that person is the individual about whom the employee is making the complaint). • Any supervisor within the employee’s department • Employee’s Department Head • County Administrative Officer Employees may also, if desired, consult with an employee association representative, if applicable. Employees should promptly report harassment complaints so that a timely and effective investigation can be conducted and a resolution can be quickly reached. Any supervisor or Department Head who receives a harassment complaint shall notify the County Administrative Officer immediately. It is important to note that, once notified of a potential sexual harassment complaint, the county has a legal obligation to investigate the circumstances, regardless of whether the harassed employee has filed a complaint. Upon notification of a harassment complaint, the County Administrative Officer shall: • Provide a copy of this policy to the complainant, the accused xxxxxxxx, and any other applicable persons; • Authorize and implement an immediate, effective, thorough, and objective investigation of the complaint. Although the county will make every reasonable effort to maintain confidentiality for the benefit of both the complainant and the accused, complete confidentiality cannot be guaranteed. In order to conduct a full and fair investigation, the accused harasser will be informed of the identity of the complainant, and each employee interviewed will be admonished to maintain confidentiality regarding the investigation or be subject to disciplinary action. To the greatest extent possible, the county will limit access to information contained in the complaint and obtained during the investigation process to those persons who need it to complete the investigation or to take appropriate disciplinary action or other forms of resolution. Interviews will be held with (1) the complainant; (2) the accused xxxxxxxx; and (3) any other persons the County Administrative Officer has reason to believe may have relevant knowledge concerning the complaint, which may include employees who have experienced knowledge concerning the complaint, which may include employees who have experienced similar conduct. During their interview, the complainant may specify the type of relief they feel is warranted from the alleged harasser, and this will be considered in evaluating the complaint and in determining the appropriate disciplinary action, if the charge is confirmed. • Review factual information gathered through the investigation process; determine whether a violation of this policy has occurred, giving consideration to all the factual information, and the totality of circumstances, including the nature of the verbal, physical, visual or sexual conduct and the context in which the alleged conduct occurred. • Promptly report the results of the investigation and the determination as to whether this policy has been violated to appropriate persons, including the complainant, the alleged harasser, the supervisor, the Department Head, and as appropriate, to all others directly concerned. • If a violation of this policy has been established, the County Administrative Officer shall take prompt and effective discipline against the harasser, in keeping with the severity of the offense. • If discipline is imposed, this will be communicated to the complainant, however, to protect the privacy rights of the accused, the complainant will not be told what the specific disciplinary action was. The nature and severity of the discipline will vary depending upon the nature and severity of the harassment, whether or not the employee was in a supervisory or management position, any past history or misconduct and the County Standards of Employee Conduct. • If the harassment charge is confirmed, take reasonable steps to protect the complainant and/or other employees from any further harassment. • Take reasonable steps to protect the complainant and/or other employees from any retaliation as a result of the complaint or investigation.

Complaint and Investigation Procedure. Employees are encouraged, whenever possible, to let a person know if the employee he or she has said or done something which the employee finds offensive or unwelcome. Many potential complaints can be resolved in this way. However, if an employee does not want to speak directly to the alleged harasser, or if the employee he or she has done so and the harassment has continued, the employee may initially report the alleged allegedly harassing conduct to any of the following, either orally or in writing: • Employee’s immediate supervisor (an employee is not required to make a complaint to their his or her immediate supervisor if that person is the individual about whom the employee is making the complaint). ; • Any supervisor within the employee’s department department; • Employee’s Department Head Head; • County Administrative Officer Officer. Employees may also, if desired, consult with an employee association representative, if applicable. Employees should promptly report harassment complaints so that a timely and effective investigation can be conducted and a resolution can be quickly reached. Any supervisor or Department Head who receives a harassment complaint shall notify the County Administrative Officer Office/HR immediately. It is important to note that, once notified of a potential sexual harassment complaint, the county has a legal obligation to investigate the circumstances, regardless of whether the harassed employee has filed a complaint. Upon notification of a harassment complaint, the County Administrative Officer Officer/HR shall: • Provide a copy of this policy to the complainant, the accused xxxxxxxx, and any other applicable personsperson; • Authorize and implement an immediate, effective, thorough, and objective investigation of the complaint. Although the county will make every reasonable effort to maintain confidentiality for the benefit of both the complainant and the accused, complete confidentiality cannot be guaranteed. In order to To conduct a full and fair investigation, the accused harasser xxxxxxxx will be informed of the identity of the complainant, and each employee interviewed will be admonished to maintain confidentiality regarding the investigation or be subject to disciplinary action. To the greatest extent possible, the county will limit access to the information contained in the complaint and obtained during the investigation process to those persons who need it to complete the investigation or to take appropriate disciplinary action or other forms of resolution. Interviews will be held with one (1) the complainant; (2) the accused xxxxxxxx; and (3) any other persons person(s) the County Administrative Officer has reason to believe may have relevant knowledge concerning the complaint, which may include employees who have experienced knowledge concerning the complaint, which may include employees who have experienced similar conduct. During their his or her interview, the complainant may specify the type of relief they feel is warranted from the alleged harasser, and this will be considered in evaluating the complaint and in determining the appropriate disciplinary action, action if the charge is confirmed. • Review factual information gathered through the investigation process; determine whether a violation of this policy has occurred, giving consideration to considering all the factual information, and the totality of circumstances, including the nature of the verbal, physical, visual visual, or sexual conduct and the context in which the alleged conduct occurred. • Promptly report the results of the investigation and the determination as to whether this policy has been violated to appropriate persons, including the complainant, the alleged harasser, the supervisor, the Department Head, and as appropriate, to all others directly concerned. • If a violation of this policy has been established, the County Administrative Officer shall take prompt and effective discipline against the harasser, in keeping with the severity of the offense. • If discipline is imposed, this will be communicated to the complainant, however, to protect the privacy rights of the accused, the complainant will not be told what the specific disciplinary action was. The nature and severity of the discipline will vary depending upon the nature and severity of the harassment, whether or not the employee was in a supervisory or management position, any past history or misconduct of misconduct, and the County Standards of Employee Conduct. • If the harassment charge is confirmed, take reasonable steps to protect the complainant and/or other employees from any further harassment. • Take reasonable steps to protect the complainant and/or other employees from any retaliation as a result of the complaint or the investigation.

Complaint and Investigation Procedure. Employees are encouraged, whenever possible, to let a person know if the employee he or she has said or done something which the employee finds offensive or unwelcome. Many potential complaints can be resolved in this way. However, if an employee does not want to speak directly to the alleged harasser, or if the employee he or she has done so and the harassment has continued, the employee may initially report the alleged harassing conduct to any of the following, either orally or in writing: •  Employee’s immediate supervisor (an employee is not required to make a complaint to their his or her immediate supervisor if that person is the individual about whom the employee is making the complaint). •  Any supervisor within the employee’s department •  Employee’s Department Head • department head  County Administrative Officer Employees may also, if desired, consult with an employee association representative, if applicable. Employees should promptly report harassment complaints so that a timely and effective investigation can be conducted and a resolution can be quickly reached. Any supervisor or Department Head department head who receives a harassment complaint shall notify the County Administrative Officer Office/HR immediately. It is important to note that, once notified of a potential sexual harassment complaint, the county has a legal obligation to investigate the circumstances, regardless of whether the harassed employee has filed a complaint. Upon notification of a harassment complaint, the County Administrative Officer shall: •  Provide a copy of this policy to the complainant, the accused xxxxxxxx, and any other applicable personsperson; •  Authorize and implement an immediate, effective, thorough, and objective investigation of the complaint. Although the county will make every reasonable effort to maintain confidentiality for the benefit of both the complainant and the accused, complete confidentiality cannot be guaranteed. In order to conduct a full and fair investigation, the accused harasser will be informed of the identity of the complainant, and each employee interviewed will be admonished to maintain confidentiality regarding the investigation or be subject to disciplinary action. To the greatest extent possible, the county will limit access to information contained in the complaint and obtained during the investigation process to those persons who need it to complete the investigation or to take appropriate disciplinary action or other forms of resolution. Interviews will be held with one (1) the complainant; (2) the accused xxxxxxxx; and (3) any other persons person(s) the County Administrative Officer has reason to believe may have relevant knowledge concerning the complaint, which may include employees who have experienced knowledge concerning the complaint, which may include employees who have experienced similar conduct. During their his or her interview, the complainant may specify the type of relief they feel is warranted from the alleged harasser, and this will be considered in evaluating the complaint and in determining the appropriate disciplinary action, if the charge is confirmed. •  Review factual information gathered through the investigation process; determine whether a violation of this policy has occurred, giving consideration to all the factual information, and the totality of circumstances, including the nature of the verbal, physical, visual or sexual conduct and the context in which the alleged conduct occurred. •  Promptly report the results of the investigation and the determination as to whether this policy has been violated to appropriate persons, including the complainant, the alleged harasser, the supervisor, the Department Headdepartment head, and as appropriate, to all others directly concerned. •  If a violation of this policy has been established, the County Administrative Officer shall take prompt and effective discipline against the harasser, in keeping with the severity of the offense. •  If discipline is imposed, this will be communicated to the complainant, however, to protect the privacy rights of the accused, the complainant will not be told what the specific disciplinary action was. The nature and severity of the discipline will vary depending upon the nature and severity of the harassment, whether or not the employee was in a supervisory or management position, any past history or of misconduct and the County Standards of Employee Conduct. •  If the harassment charge is confirmed, take reasonable steps to protect the complainant and/or other employees from any further harassment. •  Take reasonable steps to protect the complainant and/or other employees from any retaliation as a result of the complaint or the investigation.

Complaint and Investigation Procedure. Employees are encouragedIf an employee believes that has been sexually, whenever possibleviolently, 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 Supervisor and/or Union representative. If the employee’s Supervisor and/or Union representative cannot, to let a person know if the employee has said or done something which satisfaction of the employee finds offensive or unwelcome. Many potential complaints can be resolved in this way. Howeveremployee, if an employee does not want to speak directly to deal with the alleged harasser, or if the employee has done so and the harassment has continuedcomplaint, the employee may initially report must submit complaint in writing to the alleged harassing conduct 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. The Joint Harassment Committee will be comprised of two (2) representatives selected by the following, either orally or in writing: • Employee’s immediate supervisor Company and two (an employee 2) representatives selected by the Union. Where the complainant is not required to make a woman and the complaint to their immediate supervisor if that person is the individual about whom the employee is making the complaint). • Any supervisor within the employee’s department • Employee’s Department Head • County Administrative Officer Employees may also, if desired, consult with an employee association representative, if applicable. Employees should promptly report harassment complaints so that a timely and effective investigation can be conducted and a resolution can be quickly reached. Any supervisor or Department Head who receives a harassment complaint shall notify the County Administrative Officer immediately. It is important to note that, once notified of a potential involves sexual harassment complaintor gender discrimination, the county has a legal obligation Joint Committee will include at least one woman. These representatives m harassment and discrimination issues regarding A preliminary assessment will be completed by the Joint Harassment Committee to investigate the circumstances, regardless of whether the harassed employee has filed a complaintdetermine if there are prohibited grounds before an investigation is launched. Upon notification of a harassment complaint, the County Administrative Officer shall: • Provide a copy of this policy to the complainant, the accused xxxxxxxx, and any other applicable persons; • Authorize and implement The Joint Harassment Committee will conduct an immediate, effective, thorough, and objective investigation of the complaint. Although the county will make every reasonable effort to maintain confidentiality for the benefit of both the complainant and the accused, complete confidentiality cannot be guaranteed. In order to conduct a full and fair investigation, the accused harasser Investigations will be informed of performed in a reasonable and efficient manner that does not impact operational need. Investigations will be jointly conducted by one representative from the identity Company and one (1) representative from the Union. The joint investigation will include interviews of the complainant, and each any employee interviewed will be admonished to maintain confidentiality regarding the investigation or be subject to disciplinary action. To the greatest extent possible, the county will limit access to information contained Supervisor accused in the complaint and obtained during the investigation process to those persons who need it to complete the investigation or to take appropriate disciplinary action or other forms of resolution. Interviews will be held with (1) the complainant; (2) the accused xxxxxxxx; and (3) any other persons the County Administrative Officer has reason to believe may have relevant knowledge concerning the complaint, which may include employees who have experienced knowledge concerning witnesses and other persons named in the complaint, which may include employees who Any Union if so wishes, have experienced similar conductinterview. During their interviewby the Joint Harassment Committee Union representative present during the It is the intention of the Union and the Company that, where practical, the complainant may specify joint investigation will begin within five (5) working days of the type lodging of relief they feel is warranted from the alleged harasserwritten complaint and shall be completed, whenever possible, within fifteen (15) calendar days after the lodging of the complaint. In conducting the joint investigation, both the Company and this the Union shall maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendationsmade by the Joint Harassment Committee will be considered securely maintained in evaluating the complaint and in determining of the appropriate disciplinary action, if the charge is confirmed. • Review factual information gathered through the investigation process; determine whether a violation of this policy has occurred, giving consideration to all the factual information, Company and the totality of circumstances, including the nature Union. Upon completion of the verbaljoint investigation, physical, visual or sexual conduct the Joint Harassment Committee will complete a written report of its findings and recommendations and submit a copy of the completed report to the Human Resources Manager and the context in which Plant Chairperson. If the alleged conduct occurred. • Promptly report the results members of the investigation Joint Harassment Committee do not agree, the report may reflect differences in the findings. The report will include: allegations, findings, recommendations and any other relevant information. The Human Resources Manager and/or designate and the determination as Plant Chairperson will then meet and attempt to whether this policy has been violated to appropriate persons, including the complainant, the alleged harasser, the supervisor, the Department Head, and as appropriate, to all others directly concerned. • If a violation of this policy has been established, the County Administrative Officer shall take prompt and effective discipline against the harasser, in keeping with the severity of the offense. • If discipline is imposed, this will agree on what action if any (other than discipline) should be communicated to the complainant, however, to protect the privacy rights of the accused, the complainant will not be told what the specific disciplinary action was. The nature and severity of the discipline will vary depending upon the nature and severity of the harassment, whether or not the employee was in a supervisory or management position, any past history or misconduct and the County Standards of Employee Conduct. • If the harassment charge is confirmed, take reasonable steps to protect the complainant and/or other employees from any further harassment. • Take reasonable steps to protect the complainant and/or other employees from any retaliation taken as a result of the complaint and the findings of the Joint Harassment Committee. This meeting will take place within three (3) working days of receiving the written report. Any agreed action will then be implemented. If there is no agreement, the Company reserves the right to take such action 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 of the grievance procedure. The complainant details the complaint in a written statement with the Union representativeand/or investigationSupervisor. An employee alleging harassment in the workplace is encouraged, in accordance with the spirit of the Human Rights Code, to use the above procedure to resolve a complaint. However, it is agreed that when the safety of an employee is being threatened, it may be necessary for that employee to leave the job. In such case the complainant who in turn, advises the Union representative The Human Resource Manager and the Plant Chairperson are notified and they refer the matter to the Joint Harassment Committee. The Joint Harassment Committee will then proceed as in clause through (I)above.