GRIEVANCE REGARDING HARASSMENT Sample Clauses

GRIEVANCE REGARDING HARASSMENT. A claim by an employee that he/she has been harassed under article 3:07 may be treated under the Grievance Procedure if a written statement of such grievance is lodged with the Director, Human Resources, within six (6) months of the last incident. Such grievance shall be initiated at Step 2, and the statement shall contain, as much as possible, a detailed description of the alleged conduct including the dates, times, places and nature of the alleged harassing or bullying conduct. The University will consult with the union on the selection of the investigator for the complaint. The University will provide to the grievor and the union a response outlining the actions the University will take to address the complaint, following a timely investigation. Should the complainant or the Union find the University’s response unsatisfactory, then either party may refer the grievance to arbitration as per Article 7. This (policy) does not in any way prevent an individual from going to the Human Rights Tribunal. Nothing in this clause denies or limits access to other redress available under the law.
Sample 1Sample 2Sample 3
AutoNDA by SimpleDocs
GRIEVANCE REGARDING HARASSMENT. 6.10 A claim by an employee that he/she has been harassed under article 3:07 may be treated under the Grievance Procedure if a written statement of such grievance is lodged with the Associate Vice-President, Human Resources and Organizational Development, within six
Sample 1Sample 2
GRIEVANCE REGARDING HARASSMENT. A claim by an employee that has been harassed under article may be treated under the Grievance Procedure if a written statement of such grievance is lodged with the Director, Human Resources, within six (6) months of the last incident. Such grievance shall be initiated at Step and the statement shall contain, as much as possible, a detailed description of the alleged conduct including the dates, times, places and nature of the alleged harassing or bullying conduct. The University will provide to the and the union a response outlining the actions the University will take to address the complaint, following a timely investigation. Should the complainant or the Union find the University's response unsatisfactory,then either party may refer the grievance to arbitration as per Article
Sample 1

Related to GRIEVANCE REGARDING HARASSMENT

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Policy Grievance Where either Party disputes the general application, interpretation or alleged violation of an article of this Agreement, the dispute shall be discussed initially with the Employer or the Union, as the case may be, within thirty (30) days of the occurrence. Where no satisfactory agreement is reached, either Party may submit the dispute to arbitration, as set out in Article 10.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • 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.

  • Group Grievance Where a number of employees have identical grievances and each employee would be entitled to grieve separately they may present a group grievance in writing signed by each employee who is grieving to the Administrator or her designate within ten (10) days after the circumstances giving rise to the grievance have occurred or ought reasonably to have come to the attention of the employee(s). The grievance shall then be treated as being initiated at Step No. 1 and the applicable provisions of this Article shall then apply with respect to the processing of such grievance.

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