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 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 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 Resource Manager 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 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 Resource Manager 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 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 Resource Manager a Union Committee Member or the Unit Chairperson.

Filing a Complaint. If an employee believes that they have been harassed and/or and or discriminated against on the basis of any prohibited ground of discrimination as identified in section 8.01discrimination, there are specific actions that may be taken to put a stop to it. First, the employee should request • Request a stop of the unwanted behaviour by informing behavior; • Inform the individual that is doing the harassing or the discriminating discrediting against you that such behaviour the behavior is unwanted and unwelcome. • It is advisable to document the events, complete with times, dates, location, witnesses and details. • Report the incident to Supervisor or Committee person However, the Company and the Union acknowledge it is also understood that some victims of discrimination or harassment may be 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 such circumstances they are to bring this event, the victim may speak assistance by reporting the incident directly to the attention of their supervisor, manager, Human Resources Business Partner and/or a any Union Committee Member representative or the Unit ChairpersonCompany official.