Common use of Harassment Complaints Procedure Clause in Contracts

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) 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 malicious, vindictive or without substance or reasonable or probable grounds, the College shall take appropriate action.