Harassment Complaint Procedures. 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 Executive Director. 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 (g) below. (c) The Employer's designate shall investigate the complaint and shall submit her report to the Executive Director in writing within fifteen (15) days of receipt of the complaint. The Executive Director shall within ten (10) days of receipt of the report give such orders as may be necessary to resolve the issue. The Union Staff Representative, the complainant and the respondent shall be apprised of the Executive Director's resolution. (d) Both the complainant and the respondent shall be given the option of having a xxxxxxx present at any meeting held pursuant to the above investigation. (e) Pending determination of the complaint, the Executive Director may take interim measures to separate the employees concerned if deemed necessary. (f) In cases where harassment may result in the transfer of an employee, every effort will be made to relocate the harasser, except that the harassee may be transferred with her written consent. (g) Where either the complainant or the respondent, in conjunction with the Union, is not satisfied with the Executive Director's response, the Union will put the complaint, within thirty (30) days, before a mutually agreed upon, independent adjudicator who specializes in cases of personal harassment or sexual harassment. The adjudicator shall work with the Parties to achieve a mutually acceptable resolution and if this is not achieved, the adjudicator shall have the right to: (1) dismiss the complaint; or (2) determine the appropriate level of discipline to be applied to the harasser; or (3) make further recommendations as are necessary to provide a final and conclusive settlement of the complaint. (h) Disciplinary action taken against a harasser pursuant to this clause shall not form the basis...

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

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Harassment Complaint Procedures. In the case of a complaint of either personal or sexual harassment, the following shall apply: A) An employee who complains of harassment can do so by filing a grievance at Step 2 of the grievance procedure and/ or Human Rights complaint. B) The Employer’s policy shall be consistent with this Article. C) The Employee may have Union representation at any point of the process. D) Complaints under this Article shall be treated in strict confidence by all Parties involved.

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Harassment Complaint Procedures. AP 3430 22.1 The Association agrees that the District has the right to establish and to amend from time to time policies pertaining to and prohibiting harassment. Procedures for investigating and processing harassment complaints are negotiable. Reference: Education Code sections 2.2.1, 66252, and 66282.5; Government Code sections 12900 – 12996; Labor Code sections 1101, 11021; California Code of Regulations, Title 5, Section 59320 42 U.S.C. sections 2000d, 2000e et.seq. (Title VI, VII) 42 U.S.C. section 2000h – 2 (Title IX) Title 5, section 59320, et. seq.

Harassment Complaint Procedures. (a) All persons involved in the handling of an Article 28 complaint shall hold in the strictest confidence all information of which they become aware; however, it is recognized that various officials of the constituent group(s) and the Employer will be made aware of all or part of the proceedings on a need to know basis. (b) Before proceeding to the formal complaint mechanism an employee who believes he or she has a complaint of harassment may approach their supervisory personnel, union xxxxxxx, or other contact person to discuss potential means of resolving a complaint and to request assistance in resolving the matter. If the matter is resolved to the complainant's satisfaction the matter is deemed to be resolved. (c) If the matter is not resolved to the employee's satisfaction, then the employee will approach the first excluded level of management not involved in the matter, for assistance in resolving the issue within six (6) months of the alleged occurrence. The manager will investigate the allegation and take steps to resolve the concern as appropriate within thirty (30) days of the issue being raised by the employee. The manager will discuss the proposed resolution with the employee. The employee may have a union representative present during these discussions. Where the first excluded level of management is the respondent, the employee shall approach the respondent's supervisor. (d) If the proposed resolution is not acceptable, the employee may refer the matter through the Union in writing to an arbitrator in Appendix B or a substitute person mutually chosen by the parties within thirty (30) days of receiving the manager's response or when the response was due. A written complaint shall specify the details of the allegation(s) including: • name, title of the respondent; • a description of the action(s), conduct, event or circumstances involved in the complaint; • the specific remedy sought to satisfy the complaint; • date(s) of incidents; • name(s) of witnesses (if any); • prior attempts to resolve (if any).

Harassment Complaint Procedures. If possible, the complainant will discuss the problem with the person(s) concerned. If the problem is not resolved, or if the individual cannot discuss the problem with the alleged harasser(s), then the following procedure shall apply: (a) An employee who wishes to pursue a concern arising from an alleged harassment may submit a complaint in writing within thirty (30) days of the latest alleged occurrence directly to the Employer/Designate. Upon receipt of the written complaint, the Employer shall advise 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 offender 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 under this Clause. (c) The Employer designate and a Union representative shall jointly investigate the complaint and shall submit their reports to the Employer/Designate in writing within fifteen (15) days of receipt of the complaint. The Employer/ Designate shall within ten (10) days of receipt of the reports give such orders as may be necessary to resolve the issue.

Harassment Complaint Procedures. A person who considers that they have been subjected to workplace harassment is encouraged to bring the matter to the attention of the person responsible for the conduct. Where the complainant does not wish to bring the matter directly to the attention of the respondent, or where such an approach is attempted and does not produce a satisfactory result, the complainant should report in writing the incident to a member of the Employer’s management team within thirty (30) days of the latest alleged occurrence. Upon receipt of the written complaint, the Employer shall advise the designated Union Staff Representative. An alleged offender shall be given notice of the substance of such a complaint under this clause, and upon request shall be entitled to be represented by the Union at any meeting with the Employer under this clause. The Employer shall attempt to resolve the matter between the Parties.

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