Complaint Procedure for Sexual and Personal Harassment Sample Clauses

Complaint Procedure for Sexual and Personal Harassment. When dealing with complaints under Article 13 - Harassment the Union and the Employer will explore, where appropriate, an informal dispute resolution process with the complainant and the respondent prior to advancing the complaint under the formal process below. The Union, complainant or respondent may contact Human Resources to request mediation. (a) An employee who wishes to pursue a concern arising from an alleged harassment must submit a complaint directly to the Vice President responsible for receiving complaints under this article. (1) For sexual harassment the complaint must be submitted in writing or in person within six months of the latest alleged occurrence. (2) For personal harassment, the complaint must be submitted in writing within 30 days of the latest alleged occurrence. The limitation period may be extended if the delay was incurred in good faith or if the delay does not result in substantial prejudice to any of the involved individuals. (b) Where the alleged offender is the designated Vice President, the complaint shall be submitted to another Vice President. (c) In the event that a B.C. Government and Service Employees' Union member is the alleged offender, he/she shall be given notice of the substance of such a complaint under this article and shall be given the option of having a xxxxxxx present as an observer at the meeting(s) at which the alleged offender is present. (d) The complainant will be given the option of having a different xxxxxxx present as an observer at the meeting(s) at which the complainant is present. (e) Upon receipt of the complaint, the designated Vice President shall notify the staff representative in writing. The Vice President may designate the investigation to an alternate, which may include either an internal investigator (one or a two person team) or an external investigator. Upon the conclusion of the investigation, the investigator(s) shall submit a report to the appropriate Administrator, who will make a determination based on that report and take such steps as may be necessary to resolve the issue. The parties agree that if the designated Vice President is the investigator of a complaint, the report will be forwarded to an alternate Vice President for such determination. The complainant, alleged offender and staff representative will be informed of the determination and/or action to be taken within five days of the decision being made. (f) Pending determination of the complaint, the Vice President who is...
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Complaint Procedure for Sexual and Personal Harassment. (a) An employee who wishes to pursue a concern arising from an alleged harassment must submit a complaint directly to the Vice-President responsible for receiving complaints under this Article for that campus. (i) For sexual harassment the complaint must be submitted in writing or in person within six (6) months of the latest alleged occurrence. (ii) For personal harassment, the complaint must be submitted in writing within thirty
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Related to Complaint Procedure for Sexual and Personal Harassment

  • Sexual and Personal Harassment The Employer shall provide and the Union and Employees shall support a workplace free from personal or sexual harassment and any other harassment based on the protected characteristics set out in Article 2.

  • Personal Harassment Harassment means engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome. Harassment can be either psychological or physical or it can be a combination of both. It is any behaviour, whether deliberate or negligent, which denies individuals their dignity and respect, is offensive, embarrassing or humiliating to the individual and adversely affects the working environment.

  • Complaints Procedure (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence. (b) A complaint must be submitted through the Union and/or directly to the Executive Director (or the equivalent or designate). When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. (c) The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. (d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days. (e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report. (f) The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. (g) If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. (h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. (i) If the respondent is the Executive Director (or equivalent), or where there are possible systemic issues or multiple complaints, the following process will be used: (1) The complainant will contact the Union. (2) As soon as possible but within 30 days the Union will notify the Executive Director (or equivalent) and CSSEA. Clause 29.4 (a) and (c) apply to the notice. CSSEA will inform the Employer's Board of Directors. (3) CSSEA and the Union will appoint either Xxxxx Xxxxx or Xxxxxx Xxxx to resolve the complaint. (The person appointed is referred to below as "the Appointee".) (4) After consultation with the parties involved, the Appointee will establish the process to resolve the complaint. The process may include - at the Appointee's discretion - any of the following (or any combination of them): fact-finding, mediation, making recommendations or a full report, or conducting an expedited arbitration. In exercising their discretion with respect to the process, the Appointee will consider the parties' desire that the process be fair and expeditious, that it minimizes disruption in the workplace, that it respects individual privacy to the degree possible in the circumstances, and that it keeps costs to a reasonable level. The Appointee will submit any report or recommendations to CSSEA and the Union. The report and recommendations will remain confidential, except for distribution to the Employer's Board of Directors, the complainant and the respondent. The Appointee may stipulate conditions she/he deems appropriate with respect to distribution. Any outcomes of the process are without prejudice or precedent for other proceedings. (5) The Appointee's fees and expenses will be shared by the Employer and the Union. (j) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.

  • Sexual Harassment CONTRACTOR shall have a Sexual and Gender Identity harassment policy that clearly describes the kinds of conduct that constitutes sexual harassment and that is prohibited by the CONTRACTOR’s policy, as well as federal and state law. The policy should include procedures to make complaints without fear of retaliation, and for prompt and objective investigations of all sexual harassment complaints. CONTRACTOR further agrees to provide annual training to all employees regarding the laws concerning sexual harassment and related procedures pursuant to Government Code 12950.1.

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