Investigative Training. The Union shall appoint three (3) members who will conduct investigations on behalf of the Union. The Union and Employer representatives will participate in harassment training. All costs of such training shall be incurred by the Employer.
Investigative Training. The Union shall appoint two (2) members who will conduct investigations on behalf of the Union. The Union and Employer representatives will participate in harassment training offered by the Unifor-Canada Human Rights Department as required. All costs of such training shall be incurred by the Employer.
Investigative Training. The Union shall appoint three (3) members who will conduct investigations on behalf of the Union. The Union and Employer representatives will participate in harassment training offered by the CAW-Canada Human Rights Department within ninety (90) days of ratification. All costs of such training shall be incurred by the Employer.
Investigative Training. The Union shall appoint two (2) members who will conduct investigations on behalf of the Union. The Union and Employer representatives will participate in harassment training. All costs of such training shall be incurred by the Employer. 5:01(f) REVIEW/INVESTIGATION OF COMPLAINTS Review of Complaint Upon receipt of a complaint, the Supervisor or Union representative will immediately inform the Executive Director, Academic & Staff Relations. The Executive Director, Academic & Staff Relations or their designate and a Union Committee representative will jointly interview the complainant to determine whether or not the allegation of harassment or discrimination is founded. If the review determines that the allegation is unsubstantiated, the complainant will be advised that no further action is necessary. If the parties disagree, the complaint will move forward to the investigation stage. Investigation of Complaint If the initial review indicates that the allegation of harassment or discrimination warrants investigation, the Executive Director, Academic & Staff Relations or their designate and a Union Committee representative will jointly interview the respondent, witnesses, and other persons named in the complaint. A written report will be prepared by the Executive Director, Academic & Staff Relations or their designate and reviewed by the Union Committee representative within fifteen (15) days of the investigation. Such report shall include: the background of the case, including the allegations; the response; and the steps taken to resolve the complaint. A written copy of the investigative findings will be provided to the complainant and the respondent. If the joint investigation confirms that discrimination or harassment has occurred, the Executive Director, Academic & Staff Relations or their designate will make a determination of the appropriate resolution, and immediate action will be taken to put an end to the discrimination or harassment. The Union Committee representative will be notified, prior to communicating with the complainant and respondent, regarding the action to be taken. Every effort shall be made and maintained by all parties to treat the complaint in a sensitive and confidential fashion, consistent with providing reasonable information to the complainant and the person against whom the complaint is made as to the nature of the allegation, the progress of the complaint and its resolution or disposition. It is agreed that the appropriate res...
Investigative Training. The Union shall appoint three (3) members who will conduct investigations on behalf of the Union. The Union and Employer representatives will participate in harassment training. All costs of such training shall be incurred by the Employer. 5:01 (f) REVIEW/INVESTIGATION OF COMPLAINTS Review of Complaint Upon receipt of a complaint, the Supervisor or Union representative will inform the Manager, Labour Relations within five (5) working days. The Manager, Labour Relations, or designate, and a Union Committee representative will jointly interview the complainant within five (5) working days of the Manager, Labour Relations being notified to determine whether or not the allegation of harassment or discrimination meets the definition in Article 5:01(a), (b), or (c). If the review determines that the allegation does not meet the definition in Article 5:01(a), (b), or (c), the complainant will be advised that no further action is necessary. If the parties disagree, the complaint will move forward to the investigation stage and a determination will be made as to whether an external investigator is required. The Employer shall consult the Union on the choice of external investigator prior to commencing the investigation. To ensure a timely review/ investigation can occur, it is understood that a member who has brought forward a complaint or who is the respondent to a complaint under this Article will participate in any investigation and will be afforded the opportunity to be accompanied by a Union Representative to do so. If such member is absent from work due to illness, reasonable accommodations will be made to ensure their timely and ongoing participation in the process, as supported by the employee’s medical practitioner.
Investigative Training. The District will provide annual training by a person with appropriate expertise on how to investigate and respond to allegations of racial, sexual, and disability harassment, including anti-Semitic harassment, to District and school administrators with responsibility for investigating and responding to such allegations, including the school resource officer. The instruction will include a review of the District’s harassment policies and procedures and cover, for example, how to conduct thorough investigations, how to evaluate evidence and weigh it in an impartial manner, how to make credibility determinations, and the appropriate standards for determining whether harassment has occurred; !t the District’s request, OCR may provide this training at no cost to the District; By January 30, 2015, the District will provide a written description of the proposed investigative training, including the name and qualifications of the proposed trainer, to OCR for review and approval. The District will provide the training by March 30, 2015 and confirm to OCR that it has done so.
Investigative Training. The Recipient will provide investigative training to Recipient staff that are directly involved in, or supervise these staff members, investigating complaints or other reports of race, color, or national origin discrimination, including harassment. The investigative training will specifically include a review of investigative techniques for all types of discrimination complaints, including instructions on how to conduct and document reliable and impartial investigations of alleged discrimination, including harassment based on race, color, and national origin, assessment of credibility, weighing evidence, and on the appropriate legal standards to apply in such investigations. The training will be conducted by an independent qualified person(s). Only Recipient staff members who have received this training may conduct investigations or supervise these investigators.
Investigative Training. The Union shall appoint one (1) member who will conduct investigations on behalf of the Union. The Union and Company representatives will participate in harassment investigation training offered by the Unifor Canada Human Rights Department within ninety (90) days of ratification. All costs of such training shall be incurred by the Company.
