Complaint Procedure for Sexual Harassment Clause Samples

Complaint Procedure for Sexual Harassment. ‌ a) Counsel shall file a written complaint within thirty (30) days of the alleged occurrence with the Senior Enforcement Manager. b) The Senior Enforcement Manager shall immediately advise the Association. c) If the complaint is against the Senior Enforcement Manager, the complaint will be filed with the Chief Executive Officer. d) The investigation shall be concluded within fourteen (14) days of the complaint being received. e) The Employer may request an extension for the investigation period from the Association. The extension, if granted, shall not in any event, be longer than twenty-eight (28) days from the date of the written complaint. f) The complainant will be given the option of having an Association representative present as an observer at the meeting(s) at which the complainant is present. g) The Chief Executive Officer or designate who have investigated the incident shall complete a written report within five (5) working days of completion of the investigation. h) The Association and complainant shall be apprised of the action(s) to be taken. i) Where the complaint is determined to be frivolous and/or vindictive in nature, the Employer will take appropriate disciplinary action. j) If the Association is not satisfied with the Chief Executive Officer’s actions it may request a meeting to try and resolve the issue, and such meeting shall be held at the earliest opportunity. If the Association is still dissatisfied the matter shall be referred to a panel consisting of an Association appointee, an Employer appointee, and a mutually agreed upon chairperson. The panel shall have the right to: - dismiss the complaint - determine the appropriate level of discipline to be applied to the offender. The majority decision of the panel is binding on all parties. k) The offender has no recourse to the grievance process for any disciplinary action imposed by the Employer or the panel.

Complaint Procedure for Sexual Harassment. An employee may be accompanied by a representative of Union or Federation at any step in process. SEQUENTIAL STEPS > Informal Counselling > A trusteed peer > > > > > Intention is to determine if incident is real or imaginary. Informal counselling may be given by peer to complainant. > > Formal Complaint Advisement of Accused First Attempt at Resolution > Complainant and > immediate super- > visor, or if > supervisor is > the second party > the supervisor’s > supervisor > > > Complainant, > accused and the > official in > above. > > > > > > >Complainant, >Accused, >Official in > > > > > > > > > > > > > > > Details of the as to and what was said and/or occurred to be stated in writing by the complainant and presented and discussed by the person > making the complaint with the supervisor to whom complaint is given. > At this point, the accused will be formally confronted with the complaint by the > accuser and supervisor above. The accused is to be advised of the complaint, given a > copy of the written complaint and advised > of the date and time of a second meeting to > to occur within one accused will > not be required to respond at this time unless wishes to do so. > At this second meeting, the accused will be > asked to respond. If a solution acceptable to the complainant, the accused, and the > official is found, the matter will be recorded and filed in a confidential file > of the official. > > If a solution acceptable to the three >parties is not found, the matter will be referred to the next higher official of the Board. > >If the complaint is not resolved to the satisfaction of the complainant, after >mission to the Board’s chief executive >officer, the complainant should take the complaint to the Human Rights Commission or to solicitor. > Policy is attached to this agreement for information only and does not form part of the Collective Agreement. POLICY CLERICAL AND EDUCATIONAL ASSISTANTS PROFESSIONAL DEVELOPMENT To encourage improvement of professional clerical and educational assistant standards for the benefit of the pupils. To subsidize employees' cost of updating (as distinct from upgrading) professional development programs namely conferences, courses and seminars. An updating program, for purposes of this fund, is defined as one which provides an opportunity to expand knowledge base relative to their position with the Board and is not for the purpose of salary advancement.