Common use of Harassment Complaints Procedure Clause in Contracts

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) ‌ An employee who wishes to pursue a concern arising from alleged Harassment may submit a complaint directly in writing, within three six months of the latest alleged occurrence, through the Union or directly to the Housing Administrator Employer or her their designate. Complaints of this nature shall will 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 any hearing under this clause. If the complainant and/or respondent is a member of the bargaining unit unit, he/she shall will be given the option of having union representation present at any meeting held to investigate the complaint. (c) . The Employer shall will investigate the complaint and shall will submit a report to the Housing Administrator their designate in writing within 30 days of receipt of the complaint. The Housing Administrator shallEmployer's designate will, 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 will only be for just cause and may be grieved pursuant to Article 8. (e) 9. Pending determination of the complaint, the Housing Administrator Employer or their designate 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 will be the harasser who is transferred, except that the employee harassed may be transferred with his/her consent.

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 six months of the latest alleged occurrence, through the Union or directly to the Housing Administrator or her designateFacility Director. Complaints of this nature shall will be treated in strict confidence by the employees involved, the Union and the Employer. (b) When the Employer has received a complaint, she 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 a any hearing under this clause. If the complainant and/or respondent is a member of the bargaining unit he/she shall they will be given the option of having union representation present at any meeting held to investigate the complaint. (c) The Employer shall will investigate the complaint and shall will submit a report to the Housing Administrator Facility Director in writing within 30 days of receipt of the complaint. The Housing Administrator shallFacility Director will, 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, action which may include discipline. Such action shall will only be for just cause and may be grieved pursuant to Article 811. (e) Pending determination of the complaint, the Housing Administrator Facility Director 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 will be the harasser who is transferred, except that the employee harassed may be transferred with his/her their consent.

Harassment Complaints Procedure. ‌ (a) An employee who wishes to pursue a concern arising from alleged Harassment harassment may submit a complaint directly in writing, within three six months of the latest alleged occurrence, through the Union or directly to the Housing Administrator General Manager or her his 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, he/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 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. (c) The Employer shall investigate the complaint and shall submit a report to the Housing Administrator General manager in writing within 30 days of receipt of the complaint. The Housing Administrator General Manager 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, action which may include discipline. Such action actions shall only be for just cause and may be grieved pursuant to Article 8. (e) Pending determination of the complaint, the Housing Administrator General Manager may take interim measures to separate the employees concerned if deemed necessary. (f) In cases where the Harassment 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) An employee who wishes to pursue a concern arising from alleged Harassment harassment may submit a complaint directly in writing, within three six months of the latest alleged occurrence, through the Union or directly to the Housing Administrator Human Resources Manager or her his 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 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. (c) The Employer or employer designate shall investigate the complaint and shall submit a report to the Housing Administrator Human Resources Manager in writing within 30 days of receipt of the complaint. The Housing Administrator Human Resources Manager shall, within 30 days of receipt of the report, give such orders as may be necessary to resolve the this issue. (d) Where the complaint is determined to be of a frivolous, vindictive or vexatious nature, the Employer may take appropriate action, action which may include discipline. Such action actions shall only be for just cause and may be grieved pursuant to Article 87. (e) Pending determination of the complaint, the Housing Administrator Employer may take interim measures to separate the employees concerned if deemed necessary. (f) In cases where the Harassment harassment requires the transfer of an any 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) An employee who wishes to pursue a concern arising from alleged Harassment harassment may submit a complaint directly in writing, within three six months of the latest alleged occurrence, through the Union or directly to the Housing Administrator General Manager or her 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, she 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 a any hearing under this clause. If the complainant and/or respondent is a member of the bargaining unit he/she they 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 General manager in writing within 30 days of receipt of the complaint. The Housing Administrator General Manager 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, action which may include discipline. Such action actions shall only be for just cause and may be grieved pursuant to Article 8. (e) Pending determination of the complaint, the Housing Administrator General Manager may take interim measures to separate the employees concerned if deemed necessary. (f) In cases where the Harassment 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 their consent.

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. (b) 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 Employer (or her designateExecutive Director of Caucus if respondent is the Employer).. Complaints where the respondent is an employee will be presented to the Employer. Complaints where the respondent is the Employer will be presented to the Executive Director of Caucus. Complaints of this nature shall be treated in strict confidence by the employees involved, the Union the Employer, and the EmployerExecutive Director of Caucus. (bc) When the Employer or Executive Director of Caucus has received a complaint, she 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 a any hearing under this clause. If the complainant and/or respondent is a member of the bargaining unit he/she they shall be given the option of having union representation present at any meeting held to investigate the complaint. (cd) The Employer or Executive Director of Caucus shall investigate the complaint and shall submit a report to the Housing Administrator Union, in writing writing, within 30 days of receipt of the complaint. The Housing Administrator Employer or Executive Director of Caucus shall, within 30 days of receipt issuance of the report, give such orders as may be necessary to resolve the issue. (de) Where the complaint is determined to be of a frivolous, vindictive or vexatious nature, the Employer or Executive Director of Caucus may take appropriate action, 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) An employee who wishes to pursue a concern arising from alleged Harassment harassment may submit a complaint directly in writing, within three six months of the latest alleged occurrence, through the Union or directly to the Housing Administrator Human Resources Manager or her his 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 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. (c) . The Employer or employer designate shall investigate the complaint and shall submit a report to the Housing Administrator Human Resources Manager in writing within 30 days of receipt of the complaint. The Housing Administrator Human Resources Manager shall, within 30 days of receipt of the report, give such orders as may be necessary to resolve the this issue. (d) . Where the complaint is determined to be of a frivolous, vindictive or vexatious nature, the Employer may take appropriate action, action which may include discipline. Such action actions shall only be for just cause and may be grieved pursuant to Article 8. (e) 7. Pending determination of the complaint, the Housing Administrator Employer may take interim measures to separate the employees concerned if deemed necessary. (f) . In cases where the Harassment harassment requires the transfer of an 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. Complaints of this nature shall be treated in strict confidence by the employees involved, the Union and the Employer.

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. (b) 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 Employer (or her designateExecutive Director of Caucus if respondent is the Employer). Complaints where the respondent is an employee will be presented to the Employer. Complaints where the respondent is the Employer will be presented to the Executive Director of Caucus. Complaints of this nature shall be treated in strict confidence by the employees involved, the Union the Employer, and the EmployerExecutive Director of Caucus. (bc) When the Employer or Executive Director of Caucus has received a complaint, she 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 a any hearing under this clause. If the complainant and/or respondent is a member of the bargaining unit he/she they shall be given the option of having union representation present at any meeting held to investigate the complaint. (cd) The Employer or Executive Director of Caucus shall investigate the complaint and shall submit a report to the Housing Administrator Union, in writing writing, within 30 days of receipt of the complaint. The Housing Administrator Employer or Executive Director of Caucus shall, within 30 days of receipt issuance of the report, give such orders as may be necessary to resolve the issue. (de) Where the complaint is determined to be of a frivolous, vindictive or vexatious nature, the Employer or Executive Director of Caucus may take appropriate action, 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) An employee who wishes to pursue a concern arising from alleged Harassment harassment may submit a complaint directly in writing, within three six months of the latest alleged occurrence, through the Union or directly to the Housing Administrator Human Resources Manager or her his 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 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 a any hearing under this clause. If the complainant and/or respondent is a member of the bargaining unit he/she they shall be given the option of having union representation present at any meeting held to investigate the complaint. (c) The Employer or employer designate shall investigate the complaint and shall submit a report to the Housing Administrator Human Resources Manager in writing within 30 days of receipt of the complaint. The Housing Administrator Human Resources Manager shall, within 30 days of receipt of the report, give such orders as may be necessary to resolve the this issue. (d) Where the complaint is determined to be of a frivolous, vindictive or vexatious nature, the Employer may take appropriate action, action which may include discipline. Such action actions shall only be for just cause and may be grieved pursuant to Article 87. (e) Pending determination of the complaint, the Housing Administrator Employer may take interim measures to separate the employees concerned if deemed necessary. (f) In cases where the Harassment harassment requires the transfer of an any employee, it shall be the harasser who is transferred, except that the employee harassed may be transferred with his/her their consent.