Harassment Complaints Procedure. (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence.
Harassment Complaints Procedure a) Obligation It is the responsibility of the Employer to ensure that complainants and witnesses to harassment are protected from intimidation or repercussions after reporting incidents, including any subsequent investigation.
Harassment Complaints Procedure. (a) An employee who wishes to initiate a complaint arising from alleged sexual harassment, personal harassment or bullying, may request assistance from a supervisor, manager, union xxxxxxx, staff representative or human resources representative or other contact person, to informally resolve the matter. If this results in a satisfactory resolution to the complainant the matter will be deemed to be resolved.
Harassment Complaints Procedure. (a) An employee may submit a complaint in writing to the Administrator (or to the Mayor where the Administrator is the subject of the complaint) within six (6) months of the last alleged occurrence. The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation (harassment), and the remedy sought.
Harassment Complaints Procedure. (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.
Harassment Complaints Procedure. An employee who wishes to pursue a concern arising from alleged harassment may submit a complaint in writing, within six months of the latest alleged occurrence, through the Union or directly to the Human Resources Manager or his designate. Complaints of this nature shall be treated in strict confidence by the employees involved, the Union and the Employer. When the Employer has received a complaint, she will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. The respondent is 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 union representation present at any meeting held to investigate the complaint. The Employer or employer designate shall investigate the complaint and shall submit a report to the Human Resources Manager in writing within 30 days of receipt of the complaint. The Human Resources Manager shall, within 30 days of receipt of the report, give such orders as may be necessary to resolve this issue. 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 actions shall only be for just cause and may be grieved pursuant to Article 7. Pending determination of the complaint, the Employer may take interim measures to separate the employees concerned if deemed necessary. In cases where the harassment requires the transfer of any employee, it shall be the harasser who is transferred, except that the employee harassed may be transferred with his/her consent. Anti-Bullying The Employer and Union support the rights of all people to work in an environment free from bullying. Everyone is expected to adhere to acceptable conduct at all times by respecting the rights and feelings of others and by refraining from any behaviour that might be harmful to others. Bullying is verbal or physical conduct that over a period of time, continuously and systematically: intimidates, shows hostility, threatens and offends others; interferes with a worker's performance; otherwise adversely affects others. An employee who wishes to pursue a concern arising from alleged bullying may submit a complaint in writing, within 15 days of the latest alleged occurrence, through the Union or directly to the S.V.P., Culture & Technology or his/her designate. Comp...
Harassment Complaints Procedure. (a) An employee who wishes to pursue a concern arising from alleged Harassment may submit a complaint in writing, within six months of the latest alleged occurrence, through the Union or directly to the Facility Director. Complaints of this nature will be treated in strict confidence by the employees involved, the Union and the Employer.
Harassment Complaints Procedure. An employee who wishes to pursue a concern arising from an alleged harassment must submit a complaint in writing within six months of the latest alleged occurrence. For complaints under either Clause (Personal Harassment) or Clause (Sexual Harassment) the following process will be used:
Harassment Complaints Procedure. A formal complaint must be submitted in writing within six (6) months of the last alleged occurrence. A complaint must be submitted through the Union and/or directly to the General Manager. When the General Manager has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within fifteen (15) days. The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. The employer designate will investigate the complaint and will complete her report in writing within thirty (30) days. The Employer will take action to resolve the complaint within ten (10) days of receiving the investigator's report. The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. 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.
Harassment Complaints Procedure
