Harassment and Bullying Complaints Sample Clauses

Harassment and Bullying Complaints. ‌ All complaints of harassment or bullying will be thoroughly investigated. A harassment or bullying complaint is not a grievance. The complainant must follow this complaint process. However, the Employer’s application of the complaint process, or any action taken by the Employer as a result of the complaint process, may be grieved, except as per Clause 3.7(j) below. All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. The complainant and the respondent (if they are a member of the Union) will have the right to union representation throughout the complaint process. A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, shop xxxxxxx, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. Until a harassment or bullying complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. A complainant has the right to file a complaint under the Human Rights Code of British Columbia but is not entitled to duplication of process. The Employer shall take such actions as are necessary respecting an employee who has engaged in harassment or bullying. Where the complaint is determined to be frivolous, vindictive or vexatious nature, the Employer, which are found to be in bad faith shall be cause for discipline, up to and including dismissal. All parties shall hold complaints pursuant to this article in strict confidence. All documentation concerning the complaint and investigation shall be sealed upon conclusion of the process.
Sample 1
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Harassment and Bullying Complaints. (a) An employee with an allegation is called the “complainant” and the person who they are making a complaint against is called the “respondent”.
Sample 1

Related to Harassment and Bullying Complaints

  • Harassment Complaint Procedures In the case of a complaint of either personal or sexual harassment, the following shall apply:

  • Anonymous Complaints When an anonymous complaint, where the complaint, if true, would not or could not lead to criminal charges, is made against a member and no corroborative evidence is obtained through a prompt investigation by management, the complaint shall be classified as unfounded. No disciplinary action may be brought as the result of unfounded complaints.

  • Grievances and Complaints 5.1 It is the mutual desire of the parties hereto that grievances and complaints relative to this Agreement or working conditions generally shall be adjusted as quickly as possible.

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • 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.

  • 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.

  • Delays and Complaints Delivery delays and service complaints will be monitored on a continual basis. Documented inability to perform under the conditions of the contract, via the Complaint to Vendor process (PUR 7017 form) contemplated for this Contract, may result in default proceedings and cancellation.

  • Bullying and Harassment Neither DFMC nor you will engage in behaviour that is, or may be reasonably considered to be, intimidating, bullying or harassing or commit any act or behaviour which is offensive or abusive in connection with this Contract. If you are in breach of this clause, DFMC may suspend the collection of your milk for a period of 5 days or until such time as DFMC determines (acting reasonably) that the behaviour has been rectified.

  • Feedback and Complaints 34.1. The primary responsibility for receiving feedback and investigating complaints promptly and thoroughly in respect of the Services shall rest with the Contractor. The Contractor shall have procedures in place, which are acceptable to the ESFA, to gather and act upon feedback and complaints from Learners and/or their representatives and employers and the wider community.

  • DISCRIMINATION / HARASSMENT 22.01 The parties agree to comply with their obligations under the Ontario Human Rights Code.

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