Common use of Investigation Clause in Contracts

Investigation. Where either the complainant or alleged harasser does not agree to mediation, or no resolution is reached during the mediation, the complaint will be referred to an investigator selected from a list of investigators agreed upon by the local parties. An investigator will be appointed within ten (10) working days of referral. Where the local parties are unable to agree on a list of investigators, JADRC will determine the list. (See Appendix B.) The referral should, where possible, include a written statement from the complainant and the alleged harasser which succinctly outlines the issue(s) in dispute. The referral should be assembled by the Institution and forwarded to the Investigator with a copy sent to the union(s). The appointment of an investigator does not preclude an investigator from mediating the dispute where possible up to the time of submission of the Investigator’s report to the local parties pursuant to Article 2.3.5(a) below. Any complaint of harassment will be kept confidential except as is necessary to investigate and resolve the issue. Investigators will stress the confidentiality of the investigation with the person(s) interviewed.

Investigation. Where either the complainant or alleged harasser xxxxxxxx does not agree to mediation, or no resolution is reached during the mediation, the complaint will be referred to an investigator selected from a list of investigators agreed upon by the local parties. An investigator will be appointed within ten (10) working days of referral. Where the local parties are unable to agree on a list of investigators, JADRC XXXXX will determine the list. (See Appendix B.) The referral should, where possible, include a written statement from the complainant and the alleged harasser which succinctly outlines the issue(s) in dispute. The referral should be assembled by the Institution and forwarded to the Investigator with a copy sent to the union(s). The appointment of an investigator does not preclude an investigator from mediating the dispute where possible up to the time of submission of the Investigator’s report to the local parties pursuant to Article 2.3.5(a) below. Any complaint of harassment will be kept confidential except as is necessary to investigate and resolve the issue. Investigators will stress the confidentiality of the investigation with the person(s) interviewed.

Investigation. Where either the complainant or alleged harasser respondent does not agree to mediation, or no resolution is reached during the mediation, the complaint will be referred to an investigator selected from a list of investigators agreed upon by the local parties. The parties will consider, among other things, the ability of the selected investigator to begin their investigation in a timely manner. An investigator will be appointed within ten (10) working days of referral. Where the local parties are unable to agree on a list of investigators, JADRC will determine the list. (See Appendix B.) The referral should, where possible, include a written statement from the complainant and the alleged harasser respondent which succinctly outlines the issue(s) in dispute. The referral should be assembled by the Institution and forwarded to the Investigator with a copy sent to the union(s). The appointment of an investigator does not preclude an investigator from mediating the dispute where possible up to the time of submission of the Investigator’s report to the local parties pursuant to Article 2.3.5(a) below. Any complaint of harassment will be kept confidential except as is necessary to investigate and resolve the issue. Investigators will stress the confidentiality of the investigation with the person(s) interviewed.

Investigation. Where either the complainant or alleged harasser does not agree to mediation, or no resolution is reached during the mediation, the complaint will be referred to an investigator selected from a list of investigators agreed upon by the local parties. An investigator will be appointed within ten (10) working days of referral. Where the local parties are unable to agree on a list of investigators, JADRC will determine the list. (See Appendix B.) The referral should, where possible, include a written statement from the complainant and the alleged harasser which succinctly outlines the issue(s) in dispute. The referral should be assembled by the Institution and forwarded to the Investigator with a copy sent to the union(sUnion(s). The appointment of an investigator does not preclude an investigator from mediating the dispute where possible up to the time of submission of the Investigator’s report to the local parties pursuant to Article 2.3.5(a) belowpossible. Any complaint of harassment will be kept confidential except as is necessary to investigate and resolve the issue. Investigators will stress the confidentiality of the investigation with the person(s) interviewed.

Investigation. Where either the complainant or alleged harasser respondent does not agree to mediation, or no resolution is reached during the mediation, the complaint will be referred to an investigator selected from a list of investigators agreed upon by the local parties. The parties will consider, among other things, the ability of the selected investigator to begin their investigation in a timely manner. An investigator will be appointed within ten (10) working days of referral. Where the local parties are unable to agree on a list of investigators, JADRC XXXXX will determine the list. (See Appendix B.) The referral should, where possible, include a written statement from the complainant and the alleged harasser respondent which succinctly outlines the issue(s) in dispute. The referral should be assembled by the Institution and forwarded to the Investigator with a copy sent to the union(s). The appointment of an investigator does not preclude an investigator from mediating the dispute where possible up to the time of submission of the Investigator’s report to the local parties pursuant to Article 2.3.5(a) below. Any complaint of harassment will be kept confidential except as is necessary to investigate and resolve the issue. Investigators will stress the confidentiality of the investigation with the person(s) interviewed.

Investigation. Where either the complainant or alleged harasser xxxxxxxx does not agree to mediation, or no resolution is reached during the mediation, the complaint will be referred to an investigator selected from a list of investigators agreed upon by the local parties. An investigator will be appointed within ten (10) working days of referral. Where the local parties are unable to agree on a list of investigators, JADRC XXXXX will determine the list. (See Appendix B.) The referral should, where possible, include a written statement from the complainant and the alleged harasser which succinctly outlines the issue(s) in dispute. The referral should be assembled by the Institution and forwarded to the Investigator with a copy sent to the union(sUnion(s). The appointment of an investigator does not preclude an investigator from mediating the dispute where possible up to the time of submission of the Investigator’s report to the local parties pursuant to Article 2.3.5(a) below. Any complaint of harassment will be kept confidential except as is necessary to investigate and resolve the issue. Investigators will stress the confidentiality of the investigation with the person(s) interviewed.

Investigation. Where either the complainant or alleged harasser does not agree to mediation, or no resolution is reached during the mediation, the complaint will be referred to an investigator selected from a list of investigators agreed upon by the local parties. An investigator will be appointed within ten (10) working days of referral. Where the local parties are unable to agree on a list of investigators, JADRC will determine the list. (See Appendix B.) The referral should, where possible, include a written statement from the complainant and the alleged harasser which succinctly outlines the issue(s) in dispute. The referral should be assembled by the Institution and forwarded to the Investigator with a copy sent to the union(sUnion(s). The appointment of an investigator does not preclude an investigator from mediating the dispute where possible up to the time of submission of the Investigator’s report to the local parties pursuant to Article 2.3.5(a) below. Any complaint of harassment will be kept confidential except as is necessary to investigate and resolve the issue. Investigators will stress the confidentiality of the investigation with the person(s) interviewed.

Investigation. Where either the complainant or alleged harasser does not agree to mediation, or no resolution is reached during the mediation, the complaint will be referred to an investigator Investigator selected from a list of investigators Investigators agreed upon by the local partiesParties. An investigator Investigator will be appointed within ten (10) working days of referral. Where the local parties Parties are unable to agree on a list of investigatorsInvestigators, JADRC will determine the list. (See Appendix B.) The referral should, where possible, include a written statement from the complainant and the alleged harasser which succinctly outlines the issue(s) in dispute. The referral should be assembled by the Institution Employer and forwarded to the Investigator with a copy sent to the union(sUnion(s). The appointment of an investigator Investigator does not preclude an investigator Investigator from mediating the dispute where possible up to the time of submission of the Investigator’s report to the local parties Parties pursuant to Article 2.3.5(a9.3(e)(1) below. Any complaint of harassment will be kept confidential except as is necessary to investigate and resolve the issue. Investigators will stress the confidentiality of the investigation with the person(s) interviewed.