Filing a Complaint. If an employee believes that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it. First, request a stop of the unwanted behaviour. Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome. It is advisable to document the events, complete with times, dates, location, witnesses and details. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. The incident should be brought to the attention of your Supervisor and/or Committeeperson.
Filing a Complaint. If an employee believes that the employee has been harassed, that employee should: • Tell the alleged harasser(s) to stop; • Document the event(s), complete with the time, date, location, names of witnesses and details for each event. If the harassment does not stop at this point, or if the harassed employee does not feel able to approach the alleged harasser directly, that employee should: • Immediately report the harassment to the employee's Union Representative and/or Supervisor, or if this is not appropriate, to the local Equity Representative and/or Women's Advocate, Human Resources Manager, or designate of the Director of Labour Relations and Labour Economics. (c02)
Filing a Complaint. (a) If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it: - Request a stop of the unwanted behavior; - Inform the individual that is doing the harassing or the discriminating against you that the behavior is unwanted and unwelcome; - Document the events, complete with times, dates, location, witnesses, and details; - Report the incident to Supervisor / Union Representative.
(b) However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their Supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union Representative / Company Representative.
(c) Investigation - Upon receipt of the complaint, the designated Company Representative / designated Union Representative contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be formalized in writing. Properly completed copies of this complaint will be forwarded to the Regional Area Manager or designate and the Local Union President and/or Unit Chairperson or designates. A formal investigation of the complaint will then begin by either the Local Union President and Regional Area Director or their designates interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.
(d) Resolution - The Local Union President and the Regional Area Manager or their designates will jointly (when possible) complete a report on the findings of the investigation. The Local Union President and Regional Area Manager or their designates will jointly (when possible) make a determination on an appropriate resolution, and ensure the resolution is fair and consistent with the intent of the Company and National UNIFOR policy regarding discrimination and harassment in the workplace. All communication with the parties shall be collaborative in nature and shall not exclude either side from the process. At the conclusion of this step, if unresolved, the complaint will be inserted into Step 3 of the grievance procedure for resolution. In the event that the complaint is not resolved...
Filing a Complaint. If an employee believes they have been harassed and/or discriminated against on the basis of any prohibited ground they may request a stop of the behaviour, inform the individual that the behaviour is unwanted and unwelcome, document the events and/or report the incident to the Supervisor or Union Committee Representative. However, it is also understood that some persons who allege discrimination or harassment may be uncomfortable or reluctant to confront their harasser. In this event, the complainant may seek assistance by reporting the incident directly to any Union Committee Representative or Representative of Management.
Filing a Complaint. If an employee believes he/she has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it:
1. Request a stop of the unwanted behaviour;
2. Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome;
3. Document the events, complete with times, dates, location, witnesses and details;
4. Report the incident to Supervisor/Committee person. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser, or they may fear reprisals, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union representative/Company official. The Joint Human Rights Committee shall be comprised of one (1) person selected by the Company and one (1) person selected by the Union. The Committee shall meet at least quarterly or more frequently as required.
Filing a Complaint. If an employee believes that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be taken to put a stop to it. Request a stop of the unwanted behaviour; Inform the individual that is doing the harassing or the discriminating against you that the behaviour is unwanted and unwelcome; It is advisable to document the events, complete with times, dates, location, witnesses and details; Report the incident to Supervisor/Committee person However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser or they may fear reprisals from the harasser, lack of support from their work group, or disbelief by their supervisor or others. In this event, the victim may seek assistance by reporting the incident directly to any Union representative or Company Official.
Filing a Complaint. If an employee believes that they have been harassed and/or discriminated against on the basis of any prohibited ground of discrimination as identified in section 8.01, there are specific actions that may be taken to put a stop to it. First, the employee should request a stop of the unwanted behaviour by informing the individual that is doing the harassing or the discriminating that such behaviour is unwanted and unwelcome. It is advisable to document the events, complete with times, dates, location, witnesses and details. However, the Company and the Union acknowledge that some victims of discrimination or harassment may be reluctant to confront their harasser. In such circumstances they are to bring the incident to the attention of their supervisor, manager, Human Resources Business Partner and/or a Union Committee Member or the Unit Chairperson.
Filing a Complaint. If an Employee believes that they have been harassed and/or discriminated against on the basis of any of the prohibited grounds there are specific actions that may be taken.
Filing a Complaint. If you believe your privacy rights have been violated, you may file a complaint with our Practice. To file a complaint, contact our privacy officer at the address provided above. All complaints must be submitted in writing, and you will not be penalized for filing a complaint.
Filing a Complaint. If the harassed employee does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the harassed employee should:
(1) Provide a written complaint that contains a brief account of the incident (date, time persons, and names of witnesses, if any). The complaint shall be signed and dated by the complainant.
(2) Submit the complaint to a supervisor or person in authority with whom the employee feels comfortable or a union representative. See Appendix B
