Harassment Complaint Procedure. (a) An employee who wishes to pursue a concern arising from alleged Harassment may submit a complaint in writing, within 15 days of the latest alleged occurrence, through the Union directly to the General Manager or his designate (the "General Manager"). Complaints of this nature shall be treated in strict confidence by the employees involved, the Union and the Employer.
(b) An alleged offender shall be given notice of the substance of such a complaint under this clause and shall be given notice of and be entitled to attend, participate in, and be represented at any hearing under this clause. If the complainant and/or respondent is a member of the bargaining unit he/she shall be given the option of having a xxxxxxx present at any meeting held to investigate the complaint.
(c) The Employer shall investigate the complaint and shall submit a report to the General Manager in writing within 30 days of receipt of the complaint. The General Manager shall, within 30 days of receipt of the report, give such orders as may be necessary to resolve the issue.
(d) Where the complaint is determined to be of a frivolous, vindictive or vexatious nature, the Employer may take appropriate action which may include discipline. Such action shall only be for just cause and may be grieved pursuant to Article 8.
(e) Pending determination of the complaint, the General Manager may take interim measures to separate the employees concerned if deemed necessary.
(f) In cases where the Harassment requires the transfer of an employee, it shall be the harasser who is transferred, except that the employee harassed may be transferred with his/her consent.
Harassment Complaint Procedure. An employee who wishes to pursue a concern arising from an alleged harassment must submit a complaint in writing within three months of the latest alleged occurrence. For complaints under either Clause 31.2 (Sexual Harassment) or Clause 31.3 (Personal Harassment) the following process will be used:
(a) If you are being harassed:
(1) Tell the harasser his/her behaviour is unwelcome and ask him/her to stop.
(2) Keep a record of incidents (date, times, locations, possible witnesses, what happened, your response). You do not have to have a record of events in order to file a complaint, but a record can strengthen your case and help you remember details over time.
Harassment Complaint Procedure. (a) An employee allegedly being harassed shall register the complaint in accordance with the "four-step communication process" and/or "reporting inappropriate activities" contained in the Employer’s Code of Conduct booklet or through the Union.
(b) Where the allegation is presented through the Employer, the Employer shall notify the Union of the complaint in writing within five calendar days of receiving the complaint. Where the allegation was presented through the Union, the staff representative shall notify the Employer of the complaint within five calendar days and shall provide a copy of the complaint to the Employer’s representative. The Employer shall investigate the allegation within 10 days and, if substantiated, take action appropriate to the offence. By mutual agreement between the Union and Employer, the 10 day time period may be extended. Such agreement shall be in writing.
(c) The Employer shall notify the Union within five days of completing the investigation, whether or not the allegation was substantiated, and indicate what action, if any, was taken.
(d) If the Union or the employee is not satisfied with the decision of the Employer, the complaint may be referred to the grievance process at Step 3.
Harassment Complaint Procedure. (a) When an employee has a harassment complaint and is seeking University action, the complaint shall be raised with her/his own supervisor or the alleged harasser’s supervisor as soon as reasonably possible after the incident or awareness of the condition giving rise to the complaint. The employee may be accompanied by a Shop Xxxxxxx if
(b) Failing resolution of the grievance at step three (3), either party shall have ten (10) working days to give written notice to proceed to Arbitration.
Harassment Complaint Procedure. (a) All harassment complaints shall be dealt with in the strictest confidence.
(b) An employee who believes he/she is being harassed or has observed harassment should immediately notify their supervisor (unless he/she is the alleged harasser), Union Xxxxxxx, or other contact person as listed below to discuss potential means of resolving a complaint and request assistance in resolving the matter. “Other contact person” shall include:
Harassment Complaint Procedure. In the case of a complaint of harassment, the following shall apply:
(i) An employee (complainant) who wishes to pursue a concern arising from an alleged harassment may submit a complaint verbally or in writing within 28 calendar days of the alleged occurrence. The Employer shall meet within one week of the complaint being lodged.
(ii) The meeting stated in (I) above will begin the procedure to be followed which is Step 1 of the grievance procedure.
(iii) Complaints under this Article shall be treated in confidence as far as possible.
Harassment Complaint Procedure. An employee who wishes to pursue a concern arising from an alleged personal or sexual harassment incident shall, with the help of a Union representative and an Employer representative, attempt to resolve the concern before submitting a complaint in writing. The resolution shall include the agreement of all the Parties on a course of future conduct.
Harassment Complaint Procedure. In the case of a complaint of either personal or sexual harassment, the following shall apply:
(a) An employee (complainant) who wishes to pursue a concern arising from an alleged harassment may submit a complaint in writing within six (6) months of the latest alleged occurrence directly to the Human Resources Manager of the Employer. Where the complaint is against the Human Resources Manager, it shall be submitted to the General Manager or other Employer designate. Upon receipt of the written complaint, the Employer shall notify in writing the designated Union Staff Representative. Complaints of this nature shall be treated in strict confidence by both the Union and the Employer.
(b) An alleged harasser (respondent) shall be given notice of the substance of such a complaint under this clause and shall be entitled to attend, participate in, and be represented at any hearing pursuant to
Harassment Complaint Procedure who believes that are the of harassment or in the workplace call the harassment Advisor to discuss the particular circumstances of their complaint. The Harassment Advisor deal with the matter telephone, or schedule one or more meetings with the complainant. In consultation with the complainant, the Harassment Advisor shall determine how best to proceed in attempting to resolve the situation. Options include, but are not limited to, with the harasser, meeting with a representative, with a Union representative, or form of alternative dispute resolution. Should the Harassment Advisor and the complainant resolve the matter without the involvement of other Where the Harassment Advisor identifies a problem other than harassment, shall recommend options for the problem to the complainant. Where the Harassment Advisor, considered all of the circumstances the complaint and all possible methods of resolution, determines that there is cause for an investigation, shall advise both the Union and the that an investigation is the Harassment Advisor not direct that an be conducted without the written consent of the complainant.
Harassment Complaint Procedure. STAGE (Initial)
