Informal Resolution Outcomes a. When a complainant approaches an administrative officer and alleges harassment by another BCTF member, the following shall apply:
i. All discussions shall be solely an attempt to mediate the complaint;
ii. Any and all discussions shall be completely off the record and will not form part of any record;
iii. Only the complainant, respondent, and administrative officer shall be present at such meetings
iv. No discipline of any kind would be imposed on the respondent; and
v. The BCTF and its locals, based on the foregoing, will not invoke the notice of investigation and other discipline provisions of the collective agreement at meetings pursuant to Article E.2.5.a.
b. Should a resolution be reached between the complainant and the respondent at Step One under the circumstances of Article E.2.5.a, it shall be written up and signed by both. Only the complainant and the respondent shall have copies of the resolution and they shall be used only for the purpose of establishing that a resolution was reached. No other copies of the resolution shall be made.
c. In the circumstances where a respondent has acknowledged responsibility pursuant to Article E.
Informal Resolution Outcomes b. Step 2
i. If a complainant chooses not to meet with the alleged harasser, or no agreement for resolution of the complaint has been reached, or an agreement for resolution has been breached by the alleged harasser, a complaint may be filed with the superintendent or designate.
ii. The complaint should include the specific incident(s) that form the basis of the complaint and the definitions of sexual harassment/harassment which may apply; however, the form of the complaint will in no way restrict the investigation or its conclusions.
iii. The employer shall notify in writing the alleged harasser of the complaint and provide notice of complaint or investigation.
iv. In the event the superintendent is involved either as the complainant or alleged harasser, the complaint shall, at the complainant's discretion, be immediately referred to either BCPSEA or a third party who shall have been named by prior agreement of the employer and the local who shall proceed to investigate the complaint in accordance with Step 3 and report to the board.
c. Step 3
i. The employer shall review the particulars of the complaint as provided by the complainant pursuant to Article E.2.3.b.
i. The employer may request further particulars from the complainant. Upon the conclusion of such a review, the employer shall:
(1) initiate an investigation of the complaint and appoint an investigator pursuant to Article E.2.3.c.iii below, or;
(2) recommend mediation or other alternative disputes resolution processes to resolve the complaint.
ii. Should the complainant not agree with the process described in Article E.2.3.c.i(2), the employer shall initiate an investigation. The employer shall provide notice of investigation.
iii. The investigation shall be conducted by a person who shall have training and/or experience in investigating complaints of harassment. The complainant may request that the investigator shall be of the same gender as the complainant and where practicable the request will not be denied.
iv. The investigation shall be conducted as soon as is reasonably possible and shall be completed in twenty (20) working days unless otherwise agreed to by the parties, such agreement not to be unreasonably withheld.
Informal Resolution Outcomes b. Step 2
i. If a complainant chooses not to meet with the alleged harasser, or no agreement for resolution of the complaint has been reached, or an agreement for resolution has been breached by the alleged harasser, a complaint may be filed with the superintendent or designate.
ii. The complaint should include the specific incident(s) that form the basis of the complaint and the definitions of sexual harassment/harassment which may apply; however, the form of the complaint will in no way restrict the investigation or its conclusions.
iii. The employer shall notify in writing the alleged harasser of the complaint and provide notice of complaint or investigation.
iv. In the event the superintendent is involved either as the complainant or alleged harasser, the complaint shall, at the complainant's discretion, be immediately referred to either BCPSEA or a third party who shall have been named by prior agreement of the employer and the local who shall proceed to investigate the complaint in accordance with Step 3 and report to the board.
c. Step 3
i. The employer shall review the particulars of the complaint as provided by the complainant pursuant to Article E.2.3.b.
Informal Resolution Outcomes. When a complainant approaches an administrative officer and alleges harassment by another BCTF member, the following shall apply:
Informal Resolution Outcomes a. When a complainant approaches an administrative officer and alleges harassment by another BCTF member, the following shall apply:
i. All discussions shall be solely an attempt to mediate the complaint;
ii. Any and all discussions shall be completely off the record and will not form part of any record;
iii. Only the complainant, respondent, and administrative officer shall be present at such meetings
iv. No discipline of any kind would be imposed on the respondent; and
v. The BCTF and its locals, based on the foregoing, will not invoke the notice of investigation and other discipline provisions of the collective agreement at meetings pursuant to E.2.5.a.
b. Should a resolution be reached between the complainant and the respondent at Step One under the circumstances of E.2.5.a, it shall be written up and signed by both. Only the complainant and the respondent shall have copies of the resolution and they shall be used only for the purpose of establishing that a resolution was reached. No other copies of the resolution shall be made.
c. In the circumstances where a respondent has acknowledged responsibility pursuant to E.2.5.a, the employer may advise a respondent of the expectations of behaviour pursuant to Article E.2 in a neutral, circumspect memo. Such a memo shall be non-disciplinary in nature and shall not form part of any record. Only the respondent shall retain a copy of the memo. That the memo was sent can be referred to as proof that the respondent had been advised about the standard of conduct.
Informal Resolution Outcomes a. When a complainant approaches an administrative officer and alleges harassment by another BCTF member, the following shall apply:
i. All discussions shall be solely an attempt to mediate the complaint;
ii. Any and all discussions shall be completely off the record and will not form part of any record;
iii. Only the complainant, respondent, and administrative officer shall be present at such meetings
iv. No discipline of any kind would be imposed on the respondent; and
v. The BCTF and its locals, based on the foregoing, will not invoke the notice of investigation and other discipline provisions of the collective agreement at meetings pursuant to E.2.5.a.
Informal Resolution Outcomes b. Step 2
Informal Resolution Outcomes. (a) When a complainant approaches an administrative officer and alleges harassment by another CUPE member, the following shall apply:
(i) All discussions shall be solely an attempt to mediate the complaint;
(ii) Any and all discussions shall be completely off the record and will not form part of any record;
(iii) Only the complainant, respondent, and administrative officer shall be present at such meetings;
(iv) No discipline of any kind would be imposed on the respondent; and
(v) The CUPE and its locals, based on the foregoing, will not invoke the notice of investigation and other discipline provisions of the collective agreement at meetings pursuant to Article 14.05.5.a.
(b) Should a resolution be reached between the complainant and the respondent at Step One under the circumstances of Article 14.05.5.a, it shall be written up and signed by both. Only the complainant and the respondent shall have copies of the resolution and they shall be used only for the purpose of establishing that a resolution was reached. No other copies of the resolution shall be made.
(c) In the circumstances where a respondent has acknowledged responsibility pursuant to Article 14.05.5.a, the Employer may advise a respondent of the expectations of behaviour pursuant to Article 14.05 in a neutral, circumspect memo. Such a memo shall be non-disciplinary in nature and shall not form part of any record. Only the respondent shall retain a copy of the memo. That the memo was sent can be referred to as proof that the respondent had been advised about the standard of conduct.
Informal Resolution Outcomes. If a complainant chooses not to meet with the alleged harasser, or no agreement for resolution of the complaint has been reached, or an agreement for resolution has been breached by the alleged harasser, a complaint may be filed with the superintendent or designate.
Informal Resolution Outcomes a. When a complainant approaches an administrative officer and alleges harassment by another BCTF member, the following shall apply:
i. All discussions shall be solely an attempt to mediate the complaint;
ii. Any and all discussions shall be completely off the record and will not form part of any record;
iii. Only the complainant, respondent, and administrative officer shall be present at such meetings
iv. No discipline of any kind would be imposed on the respondent; and
