Discrimination and Sexual Harassment Complaint Procedures Sample Clauses

Discrimination and Sexual Harassment Complaint Procedures. (a) All persons involved in the handling of a discrimination or sexual harassment complaint under Clause 1.7 or 1.8 shall hold in the strictest confidence all information of which they become aware; however, it is recognized that various officials of the constituent group(s) and the Employer will be made aware of all or part of the proceedings on a "need to know" basis.
Sample 1Sample 2Sample 3See All (34)
AutoNDA by SimpleDocs
Discrimination and Sexual Harassment Complaint Procedures. All persons involved in the handling of a discrimination or sexual harassment complaint under Clause 1.5 or 1.6 will hold in the strictest confidence all information of which they become aware; however, it is recognized that various officials of the constituent group(s) and the Employer will be made aware of all or part of the proceedings on a "need to know" basis. Before proceeding to the formal complaint mechanism an employee who believes they have a complaint of harassment or discrimination may approach their supervisory personnel, union xxxxxxx, or other contact person to discuss potential means of resolving a complaint and to request assistance in resolving the matter. If the matter is resolved to the complainant's satisfaction the matter is deemed to be resolved. If the matter is not resolved to the employee's satisfaction, then the employee will approach the first excluded level of management not involved in the matter, for assistance in resolving the issue within six months of the alleged occurrence. The manager will investigate the allegation and take steps to resolve the concern as appropriate within 30 days of the issue being raised by the employee. The manager will discuss the proposed resolution with the employee. The employee may have a union representative present during these discussions. Where the first excluded level of management is the respondent, the employee will approach the respondent's supervisor. If the proposed resolution is not acceptable, the employee may refer the matter through the Union in writing to the next management level of exclusion, or where no such level exists, the designated member of the Board of Directors, within 30 days of receiving the manager's response or when the response was due. A written complaint will specify the details of the allegation(s) including: • name and title of the respondent; • a description of the action(s), conduct, events or circumstances involved in the complaint; • the specific remedy sought to satisfy the complaint; • date(s) of incidents; • name(s) of witnesses (if any); • prior attempts to resolve (if any). The President and CEO, or the designated member of the Board of Directors, as appropriate, will acknowledge, in writing, receipt of the Union's notice and will have the matter investigated and will take such steps as may be required to resolve the matter. The Union and the employees involved will be advised in writing of the proposed resolution within 30 days of providing notice to...
Sample 1Sample 2
Discrimination and Sexual Harassment Complaint Procedures. (a) All persons involved in the handling of a discrimination or sexual harassment complaint under Clause 1.5 or 1.6 shall hold in the strictest confidence all information of which they become aware; however, it is recognized that various officials of the constituent group(s) and the Employer will be made aware of all or part of the proceedings on a "need to know" basis. The Parties agree that issues interpreted as “Personal Harassment” are considered inappropriate workplace conduct. These issues are not included in Article 1.9, which deals only with sexual harassment and discrimination as included in the BC Human Rights Code.
Sample 1
Discrimination and Sexual Harassment Complaint Procedures. (a) All persons involved in the handling of a discrimination or sexual harassment complaint under Clause 1.6 or 1.7 shall hold in the strictest confidence all information of which they become aware; however, it is recognized that various officials of the constituent group(s) and TSSI will be made aware of all or part of the proceedings on a "need to know" basis.
Sample 1
Discrimination and Sexual Harassment Complaint Procedures 
Sample 1Sample 2Sample 3See All (6)

Related to Discrimination and Sexual Harassment Complaint Procedures

  • Harassment Complaint Procedures In the case of a complaint of either personal or sexual harassment, the following shall apply:

  • ANTI DISCRIMINATION AND ANTI HARASSMENT Contractor and/or any subcontractor shall not unlawfully discriminate against or harass any individual including, but not limited to, any employee or volunteer of the County of Marin based on race, color, religion, nationality, sex, sexual orientation, age or condition of disability. Contractor and/or any subcontractor understands and agrees that Contractor and/or any subcontractor is bound by and will comply with the anti discrimination and anti harassment mandates of all Federal, State and local statutes, regulations and ordinances including, but not limited to, County of Marin Personnel Management Regulation (PMR) 21.

  • Discrimination and Harassment 7.13 All members of the Appointments Committee shall be given access to information about the content and application of relevant federal and provincial legislation, ad about University policies, relating to employment equity and federal immigration requirements. In accord with the provisions of the Article Employment Equity, Members shall familiarize themselves with such information as a condition of serving on the Appointments Committee. Furthermore, the Employer shall ensure that the Committee is aware of the relevant legislation and University policies, and the Chief Librarian or Xxxx and the Members participating in the work of the Committee shall share responsibility for ensuring that the relevant legislation and University policies are followed throughout the deliberations of the Committee. The Committee may call upon the Human Rights Office for assistance.

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

  • Sexual Harassment (a) The Union and the Employer recognize the right of employees to work in an environment free from sexual harassment. The Employer shall take such actions as are necessary respecting an employee engaging in sexual harassment.

  • Harassment Prevention 38.1 Employees should refer in the first instance to the provisions and procedures specified in the employer’s Harassment Policy. The employee’s attention is also drawn to clause 39 Resolution of Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour.

  • NO DISCRIMINATION/HARASSMENT 6.01 The Company and the Union agree that there shall be no discrimination, interference, restriction or coercion exercised or practised with respect to any employee by reason of age, marital status, sex, race, creed, colour, national origin, political or religious affiliation, handicap, sexual orientation nor by reason of Union membership or position in the Union. Prohibited grounds shall be interpreted in accordance with and subject to the provisions of the Human Rights Code.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!