Common use of Filing a Complaint Clause in Contracts

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 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, locationlocations, 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 harasserreprisals, lack of support from their work group, or disbelief by their supervisor supervisor, Union representative or others. The In this event, the victim may seek assistance by reporting the incident should be brought directly to the attention of your Supervisor and/or Committeepersonany Company official or Union representative.

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 my 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 CommitteepersonCommittee person.

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, 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 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, 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 manager or others. The incident should be brought to the attention of your Supervisor manager and/or Committeepersoncommittee person.

Filing a Complaint. (a) 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, ; first request a stop of the unwanted behaviourbehavior. Inform the individual that is doing the harassing or the discriminating against you that the behaviour behavior is unwanted and unwelcome. It is advisable to document the events, complete with times, dates, dates location, witnesses and details. . (b) However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser harasser, or they may fear reprisals from the their 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 CommitteepersonShop Xxxxxxx.

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, 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 manager or others. The Second, the incident should be brought to the attention of your Supervisor manager and/or Committeepersoncommittee person.

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 behaviourbehavior. Inform the individual that is doing the harassing or the discriminating against you that the behaviour behavior is unwanted and unwelcome. It is advisable to document the events, complete with times, dates, location, witnesses and details. However, 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 manager or others. The incident should be brought to the attention of your Supervisor manager and/or Committeepersoncommittee person Human Resources.

Filing a Complaint. (a) If an employee believes that they have 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. First, ; first request a stop of the unwanted behaviourbehavior. Inform the individual that is doing the harassing or the discriminating against you that the behaviour behavior is unwanted and unwelcome. It is advisable to document the events, complete with times, dates, dates location, witnesses and details. . (b) However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser harasser, or they may fear reprisals from the their 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 CommitteepersonShop Xxxxxxx.

Filing a Complaint. If an any employee believes that they have been harassed and/or discriminated against on the basis of any prohibited ground grounds of discrimination, there are specific actions that may be taken to put a stop to it. First, First request a stop of the unwanted behaviourbehavior. Inform the individual that is doing the alleged harassing or the discriminating against you that the behaviour behavior is unwanted and unwelcome. It is advisable to document the events, complete with times, dates, locationlocations, witnesses and details. However, it is also understood that some victims of discrimination or harassment are reluctant to confront their alleged harasser or they may fear reprisals from the alleged harasser, lack of support from their work group, or disbelief by their supervisor Team Leader or others. The incident should be brought to the attention of your Supervisor and/or Team Leader Committeeperson.

Filing a Complaint. If an any employee believes that they have been harassed and/or discriminated against on the basis of any prohibited ground grounds of discrimination, there are specific actions that may be taken to put a stop to it. First, First request a stop of the unwanted behaviour. Inform the individual that is doing the alleged 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, However it is also understood that some victims of discrimination or harassment are reluctant to confront their alleged harasser or they may fear reprisals from the alleged 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 CommitteepersonCommitteeperson / Stewards.

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 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 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 behaviourbehav- iour. 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 discrimina- tion 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 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 they have been harassed and/or discriminated against on the basis of any prohibited ground of discriminationor personal grounds, 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 It is also however 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 manager or others. The incident should be brought to the attention of your Supervisor manager and/or Committeepersonunion shop xxxxxxx immediately.

Filing a Complaint. (a) If an employee believes that they have 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. First, : first request a stop of the unwanted behaviourbehavior. Inform the individual that is doing the harassing or the discriminating against you that the behaviour behavior is unwanted and unwelcome. It is advisable to document the events, complete with times, dates, dates location, witnesses and details. . (b) However, it is also understood that some victims of discrimination or harassment are reluctant to confront their harasser harasser, or they may fear reprisals from the their 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 CommitteepersonShop Xxxxxxx.

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 manager or others. The Second, the incident should be brought to the attention of your Supervisor manager and/or Committeepersoncommittee person.