Harassment and Bullying Complaints Procedure Sample Clauses

Harassment and Bullying Complaints Procedure. ‌ In the case of a complaint of personal, psychological or sexual harassment, or bullying, pursuant to Clauses 3.3 (Sexual Harassment Definition), 3.4 (Personal and Psychological Harassment Definition) or 3.5 (Bullying Definition) above, the following procedure shall apply: An employee allegedly being harassed or bullied by another employee, a manager, a contractor engaged by the Employer, a resident or a visitor shall register the complaint in writing to the General Manager, either directly or through the Union, within three calendar months of the last alleged occurrence. When the General Manager or designate has received the complaint, they will notify the respondent and the union staff representative within 15 days of the receipt of a complaint of harassment or bullying. If the complaint involves the General Manager or designate, the employee will register the complaint, in writing, to the Regional Director. The Regional Director will investigate the complaint and issue a decision using the process outlined in this Clause 3.7 (Harassment and Bullying Complaints Procedure). The complaint must contain the specific instance(s) and date(s) that the alleged harassment or bullying occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 3 (Human Rights, Harassment and Bullying), and the remedy sought. The General Manager or designate will investigate the complaint and will complete their report in writing within 30 days. The general Manager or designate shall notify the Union and the complainant, in writing, of the substance of the General Manager’s report and the action to be taken. If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious. Unresolved complaints under this provision shall be submitted by either the Union or the Employer to an investigator under Clause 11.15 (Investigator). The Investigator's fees and expenses will be shared by the Employer and the Union. An alleged offender under this article will not be entitled to grieve disciplinary action ...
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Related to Harassment and Bullying Complaints Procedure

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

  • Complaints Procedure 18.1 If the Client has any cause for complaint in relation to the services provided by the Company, he should file a complaint as per the Company’s Complaint Handling policy which is available on the Company’s website.

  • 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 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.

  • 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 Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • 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.

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

  • COMPLAINT AND GRIEVANCE PROCEDURE 1. When a member of the bargaining unit has any grievance or complaint, he shall forthwith convey to his immediate superior, orally with or without a member of the Association Executive or in writing, all facts relative to the grievance and/or complaint. The member and the superior shall make every attempt to resolve the problem at this preliminary stage.

  • Discrimination and Harassment 3.01 The Company shall not discriminate against an employee because of membership in the Union or because of activities authorized herein on behalf of the Union.

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