Investigation and Resolution Procedure. A. The Company and Union will discuss the establishment of a mutually acceptable procedure for investigation and resolution of allegations of discriminatory harassment. Each party will designate one person who will be the designated Management and Union representative for purposes of investigating allegations at the plant level.
Investigation and Resolution Procedure. 1.1 The Company and the Union recognize the desirability of maintaining a working environment which is free from sexual and/or racial harassment.
Investigation and Resolution Procedure. A. The Company and Union at each plant will discuss the establishment of a mutually acceptable proce- dure for investigation and resolution of allegations of discriminatory harassment. Each party will des- ignate one person who will be the designated Management and Union representative for purposes of investigating allegations at the plant level. In addition to the investigative procedure established at each plant, the following Appeal procedure is established in the event that an allegation is not satisfactorily resolved: The employee who claims a personal violation of the Policy may, within thirty days of the date he or she is advised of the results of the investigation, at the plant level, appeal the alle- gation in writing to the two-person Appeal Committee as established hereinafter. The Com- mittee will, as soon as possible following receipt of the written appeal, meet and review the facts pertaining to the allegation. The Appeal Com- mittee may, at their discretion, seek any additional pertinent information by interviewing the complainant and other employees at the plant location. The Committee may attempt to resolve the allegation by suggesting a course of action to the appropriate plant Company and Union designated representatives. In the event that the allegation is not resolved in this manner, the Committee will prepare and issue a report of their findings and recommendations. Such report will be issued in confidence to the plant desig- nated representatives who shall endeavour to resolve the allegation with the complainant and the local plant management. In the event that the matter continues to be unresolved, the Management of the plant will determine whether an employee has been in violation of the Policy and what appropriate disciplinary action will be taken. Nothing herein precludes or limits the employee’s entitlement to pursue a complaint through the grievance procedure with regard to any disciplinary action taken against him. The Appeal Committee will be composed of one person designated by the District 6 Director as referenced in the Union’s Policy docu- ment Discriminatory Harassment and one person appointed by the Company from the corporate office. The two persons so appointed will remain the permanent Appeal Committee to investigate and attempt to resolve all appeals from the various plants of the Company. The Union and the Company may substitute another person as their permanent designated Appeal Committee member but it is intended ...
Investigation and Resolution Procedure. The Company and Union will discuss the establishment of a mutually acceptable procedure for investigation and resolution of allegations of discriminatory harassment. Each party will designate one person who will be the designated Management and Union representative for purposes of investigating allegations at the plant level. The investigators will prepare and issue a report of their findings and recommendations. Such report will be issued in confidence to the Complainant, the Local Union and Plant Management. In the event that the matter continues to be unresolved, the Management of the plant will determine whether an employee has been in violation of the Policy and what appropriate disciplinary action will be taken. Nothing herein precludes or limits the employee's entitlement to pursue a complaint through the grievance procedure with regard to any disciplinary action taken against them. It is understood and agreed that the procedure established by this Letter of Agreement to investigate and resolve harassment complaints does not deny any employee from pursuing their complaint through the applicable legislative procedure and the internal procedure is intended as an alternative process which the individual may elect at their option. It is further understood that any complaint pursued through the internal procedure shall not be arbitrable, nor shall any documents, reports, discussion or information arising out of or during the procedure be introduced as evidence or referred to in any other legislative procedure.
