Harassment Complaints Sample Clauses
The Harassment Complaints clause establishes a formal process for reporting and addressing allegations of harassment within an organization or under a contract. Typically, it outlines the steps individuals should take to file a complaint, identifies the parties responsible for investigating such complaints, and may specify timelines for resolution. This clause ensures that all parties have a clear, structured mechanism for raising concerns about harassment, thereby promoting a safe and respectful environment and helping to mitigate legal and reputational risks.
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, ▇▇▇▇▇▇▇, 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 ▇▇▇▇▇▇▇, 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 Complaints. 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. 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, ▇▇▇▇▇▇▇, 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) 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 respondent (if 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 ▇▇▇▇▇▇▇, 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 the respondent.
(g) A complainant has the right to file a complaint under the BC Human Rights Code.
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. The Parties agree that harassment is not acceptable under any circumstance and will be dealt with, promptly in the following manner:
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 ▇▇▇▇▇▇▇, 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 ▇▇▇▇▇▇▇, 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. (1) 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.
(2) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.