Formal Conflict Resolution Process. If the matter remains unresolved or the Union or Company has opted to bring the matter to Stage 2, the Complainant will file the complaint in writing with both the Company’s Harassment Officer and the Union’s Human Rights Coordinator. The complaint must be signed and contain sufficient detail. The Company’s Harassment Officer will consult with Union’s Human Rights Coordinator while establishing the admissibility of the Complaint. When an investigation is required, the Union and the Company will each select an individual who will act as an investigator or will communicate the names of their designate. Alternatively, the Union and the Company may jointly select an external investigator with all costs shared equally. The Union and Company designates will conduct a joint investigation to obtain and report the facts. At the beginning of the investigation the complainant’s identity and the general nature of the complaint will be communicated to the respondent. The respondent will be given an appropriate amount of information regarding the complaint in order to make a detailed response. At any time during the formal investigation process the Company can take measures to separate the employees in the workplace, if deemed necessary.
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