Common use of Harassment Advisors Clause in Contracts

Harassment Advisors. i. To determine whether a harassment complaint may be warranted, faculty members may use the services of a Harassment Advisor. ii. Harassment Advisors provide confidential consultation to the Complainant regarding the Complainant's options, and provide the Complainant with information and advice regarding (1) whether the behaviour(s) in question may fall within the definition(s) of Harassment under Article 2 of the Common Agreement; (2) possible procedures and options available to the Complainant under this provision or under alternate Policy or process (as appropriate); and (3) possible actions which the Complainant might take to resolve the situation himself or herself. These include but are not limited to addressing the Respondent, seeking the help of the Student Ombudsperson or Faculty Ombudsperson or a union Xxxxxxx (as appropriate), and/or seeking Informal Resolution. If the Complainant, after initial consultation, wishes to proceed to a formal complaint of harassment, he or she will be referred to the Associate Vice President, Human Resources, or designate. iii. The Advisors do not determine whether Harassment occurred, they only confirm that behaviours as described by the Complainant may constitute Harassment under College Policy and/or Collective Agreement language. Only a Formal Investigation can determine whether Harassment has taken place. iv. The Harassment Advisor will maintain confidentiality of the consultation. However, if the Complainant claims that the Harassment involves violence, the Advisor must report the situation to the Responsible Administrator who must do an investigation under policy A10.01.05 Violence Prevention Involving Employees or A10.

Harassment Advisors. i. To determine whether a harassment complaint may be warranted, faculty members may use the services of a Harassment Advisor.. DocuSign Envelope ID: 6600CF9A-51A5-4EFE-B6E5-09D9858EB586 ii. Harassment Advisors provide confidential consultation to the Complainant regarding the Complainant's options, and provide the Complainant with information and advice regarding (1) whether the behaviour(s) in question may fall within the definition(s) of Harassment under Article 2 of the Common Agreement; (2) possible procedures and options available to the Complainant under this provision or under alternate Policy or process (as appropriate); and (3) possible actions which the Complainant might take to resolve the situation himself or herself. These include but are not limited to addressing the Respondent, seeking the help of the Student Ombudsperson or Faculty Ombudsperson or a union Xxxxxxx (as appropriate), and/or seeking Informal Resolution. If the Complainant, after initial consultation, wishes to proceed to a formal complaint of harassment, he or she will be referred to the Associate Vice President, Human Resources, or designate. iii. The Advisors do not determine whether Harassment occurred, they only confirm that behaviours as described by the Complainant may constitute Harassment under College Policy and/or Collective Agreement language. Only a Formal Investigation can determine whether Harassment has taken place. iv. The Harassment Advisor will maintain confidentiality of the consultation. However, if the Complainant claims that the Harassment involves violence, the Advisor must report the situation to the Responsible Administrator who must do an investigation under policy A10.01.05 Violence Prevention Involving Employees or A10.