Harassment Complaints Procedure.
(a) A formal complaint must be submitted in writing within one month of the last alleged occurrence.
(b) A formal complaint must be submitted through the Union or directly to the Executive Director or designate. When the Executive Director has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days.
(c) 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 this article, and the remedy sought.
(d) The Executive Director or their designate will investigate the complaint and will complete their report in writing within 30 days.
(e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator’s report.
(f) The Employer will advise the respondent, the complainant and Union in writing of the substance of the investigator’s report and the resolution of the complaint.
(g) If the resolution involves separating employees, reasonable efforts will be made to re-locate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled.
(h) If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation.
(i) If the respondent is the Executive Director (or alternate) the Union will notify the Board Chair within 10 days of receiving the complaint. The Board Chair and the Union will appoint a mutually agreeable independent investigator. The Union will be apprised of the resolution. The independent investigator will investigate the complaint within 30 days of receiving it and submit their report to the Board Chair.
(j) 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. (a) An employee who wishes to pursue a concern arising from alleged Harassment may submit a complaint directly in writing, within three months of the latest alleged occurrence, through the Union or directly to the Housing Administrator or her designate. Complaints of this nature shall be treated in strict confidence by the employees involved, the Union and the Employer.
(b) 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 a 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.
(c) The Employer shall investigate the complaint and shall submit a report to the Housing Administrator in writing within 30 days of receipt of the complaint. The Housing Administrator 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 Housing Administrator 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 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.
b) When harassment occurs an employee will immediately contact the Director of Human Resources or his/her designate by telephone or in person and a Union Representative. The complainant will follow up this contact with written documentation as soon as possible. If the nature of the complaint is such that the College's representative and the Union's representative mutually agree, then the complainant has the right to leave the job site with pay until the College has made reasonable alternate work arrangements to accommodate the complainant while the complaint is being investigated. Upon receipt of a formal written complaint, the Director, Human Resources or his designate, will investigate and provide a summary of action to be taken to the parties concerned, including the Union. Confidentiality will be maintained as much as possible subject to the requirements of the investigation and complaint procedures. This action could include such disciplinary actions as transfer of job, suspension or dismissal. Bargaining unit employees, upon request, shall have the right to have a shop xxxxxxx present.
c) Employees who make legitimate complaints of harassment will not have their positions affected in any adverse way. Where the complaint is considered to be frivolous, malicious and vindictive or without substance or reasonable or probable grounds, the College shall take appropriate action.
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.
(b) Where the informal process fails to resolve the matter raised in (a) to the complainant's satisfaction, an employee a complainant who wishes to pursue a concern arising from an alleged harassment may submit a complaint in writing with within six months of the latest alleged occurrence through the Union directly to the Vice President Human Resources or designate.
Harassment Complaints Procedure.
(a) It is not the intention of the parties to dissuade an employee who wishes to pursue a concern arising from alleged Harassment; however, employees should submit a complaint in writing, within three months of the latest alleged occurrence, through the Union or directly to the President of the company or their designate. Complaints of this nature shall be treated in strict confidence by the employees involved, the Union and the Employer.
(b) When the Employer has received a complaint, they 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.
(c) The Employer shall investigate the complaint and shall submit a report to the Manager in writing within 30 days of receipt of the complaint. The Manager shall, within 30 days of receipt of the report, give such orders as may be necessary to resolve the issue.
(d) 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 their consent.
Harassment Complaints Procedure. A formal complaint must be submitted in writing within six months of the last alleged occurrence.
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. An employee who believes they have a complaint of harassment and feels unable to resolve the matter directly, may make a formal complaint to their immediate supervisor, or alternatively to the Executive Director or designate to receive such complaints. The employee also may choose to advise their job xxxxxxx of the complaint.
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:
(a) If you are being harassed:
(1) Tell the harasser their behaviour is unwelcome and ask them 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; and
Harassment Complaints Procedure.
(a) A formal complaint must be submitted in writing within six months of the latest alleged occurrence.
(b) A complaint must be submitted through the Union and/or directly to the Manager, Child Care Services. The Manager will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days.
(c) 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 24 - Harassment, and the remedy sought.
(d) The Manager or her designate will investigate the complaint and will complete her report in writing within 30 days.
(e) The Employer will take action to resolve the complaint within 10 days of receiving the investigator's report.
(f) The Employer will advise the complainant, the respondent, and the Union in writing of the substance of the investigator's report and the resolution of the complaint.
(g) Where the complainant is not satisfied with the recommendations and/or actions to be taken she may grieve the matter commencing at Step 2 of the Grievance Procedure.
(h) The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive, or vexatious.
