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Harassment Complaints Sample Clauses

Harassment Complaints. (a) An employee with an allegation of harassment is called the complainant and the person who they are making a complaint against is called the respondent. (b) A harassment complaint is not a grievance. The complainant must follow this complaint process. However, any action taken by the Employer as a result of the complaint process may be grieved. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, xxxxxxx, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.
Harassment Complaints. ‌ (a) An employee with an allegation of harassment is called the complainant and the person who they are making a complaint against is called the respondent. (b) A harassment complaint is not a grievance. The complainant must follow this complaint process. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if she is a member of the Union) have the right to union representation. (e) 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. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.
Harassment Complaints. (a) A harassment complaint is not a grievance. The complainant must follow this complaint process. However, any action taken by the Employer as a result of the complaint process may be grieved. (b) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (c) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (d) 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. (e) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (f) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.
Harassment ComplaintsAn employee with an allegation of harassment is called the complainant and the person who they are making a complaint against is called the respondent. A harassment complaint is not a grievance. The complainant must follow this complaint process. However, any action taken by the Employer as a result of the complaint process may be grieved. 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) have the right to union representation. A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, 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 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.
Harassment Complaints a. Article 2 (Common Agreement) Article 10.04 of this Agreement supplements the Harassment provisions found in Article 2 of the Common Agreement, as per Article 2.3.1, which allows for local informal processes if the parties mutually agree. If there is any inconsistency between Article 10.04 of the Agreement and Article 2 of the Common Agreement, the Common Agreement will prevail to the extent of the inconsistency.
Harassment Complaints a. Article 2 (2014 – 2019 Common Agreement)
Harassment Complaints. ‌ (a) A harassment complaint is not a grievance. The complainant must follow the complaint process in Clause 2.5 below. (b) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (c) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (d) 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. (e) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.
Harassment Complaints. (a) A harassment complaint is not a grievance. The complaint must follow this complaint process. However, any action taken by the Employer as a result of the complaint process may be grieved. (b) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (c) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (d) 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. (e) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (f) A complainant has the right to file complaint under the Human Rights Act of Canada.
Harassment Complaints. ‌ (a) A harassment complaint is not a grievance. The complainant must follow this complaint process as outlined in Clause 29.4 above. (b) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses.
Harassment ComplaintsEmployees may process complaints about harassment through the grievance procedure, subject to the following changes: (1) Where a person who is the subject of the complaint is the Employer representative at any stage of the grievance procedure then the Union may bypass that stage of the procedure or present the grievance to another appropriate Employer representative; (2) Employer and Union representatives in the course of investigating a complaint of harassment shall have due regard for the privacy and confidentiality of any and all persons involved in the complaint; (3) An Arbitrator in the determination of a complaint of harassment shall take reasonable steps to protect the interest of all parties in privacy and confidentiality in the determination of procedural and evidentiary matters, subject to the requirement of fairness to all parties. (4) Where the complainant and the person who is the subject of the complaint are both members of the bargaining unit, then the arbitrator seized with a grievance of harassment shall also have jurisdiction in respect of any grievance arising from related discipline of the Employee who is the subject of the complaint. (5) An Arbitrator has the authority to fashion a settlement, which can include instructions designed to accommodate the needs of the complainant. Where such action causes detriment, the detriment shall fall upon the harasser and not other bargaining unit Employees. (6) No information relating to the grievor or alleged xxxxxxxx’s personal background or lifestyle shall be admissible during the grievance or arbitration process.