Options for Resolution. If an employee believes they have been subjected to discrimination, sexual harassment or workplace harassment, they have a range of options to address the issue in a manner appropriate to their needs and situation. They may use one or more options including, but not limited, to the following:
(i) take direct action by informing the individual who is the source of the behaviour that it is unwelcome and unwanted, and request that the individual stop the behaviour, and by documenting the events including the date, time, location, witnesses, and details;
(ii) consult with 1 of the 4 Intake Offices that administers the Discrimination and Harassment Policy, and the Sexual Violence Policy: Employee/Labour Relations, Equity and Inclusion Office, Student Support & Case Management Office, and the Faculty of Health Sciences Professionalism Office;
(iii) seek assistance from their Xxxx, Chair, Supervisor, or an Intake Office in addressing the issue through an informal resolution process;
(iv) initiate a formal complaint under the applicable Policy with one of the Intake Offices, or a grievance under Article 10 with the assistance of a Union Representative;
(v) file a complaint with the Ontario Human Rights Tribunal;
(vi) consult with a Union Representative or CUPE’s Equity Action Officer and seek assistance in addressing the issue. If an employee believes they have been subjected to discrimination, sexual harassment or workplace harassment and brings forward a related concern or a complaint to 1 of the Intake Offices, they will be informed of the options available to her pursuant to Article 6.01(f).
Options for Resolution. (a) If an Employee believes she has been subjected to discrimination, sexual harassment or workplace harassment she may elect to submit a grievance under this Agreement or to file a complaint under the University’s Sexual Harassment Policy or the University’s Anti-Discrimination Policy.
(b) An Employee who elects to file a grievance under this Agreement shall have access to the mediation process in the University’s Sexual Harassment Policy and/or Anti-Discrimination Policy prior to the grievance procedure and may be accompanied by a Union Xxxxxxx during the process. An Employee may withdraw from the informal resolution process at any time.
(c) An Employee who files a grievance under this Agreement alleging discrimination contrary to this Article may meet with the University’s Human Rights & Equity Services Office prior to the Stage 1 meeting of the grievance procedure and may be accompanied by a Union Xxxxxxx. Thereafter, an Employee may resume the grievance process.
(d) Employees electing to proceed with a complaint under the University’s Sexual Harassment Policy and/or Anti-Discrimination Policy shall have the right to be accompanied by the Union Xxxxxxx at any stage of the process.
Options for Resolution. If, for any Affiliation Year, the aggregate liability for Article IX Taxes with respect to the remaining Ameriprise Unsettled Issues exceeds $1,000,000, AXP may select one of two options: (i) retain complete control over and liability for the remaining Ameriprise Unsettled Issues, or (ii) cede complete control to Ameriprise for the remaining Ameriprise Unsettled Issues. In the event that AXP selects option (ii), Ameriprise shall assume complete responsibility and liability for such issues, but shall proceed with reasonable diligence to resolve the same. In so doing, Ameriprise may, upon ten (10) business days written notice to AXP, fund the prepayment of any remaining Ameriprise Unsettled Issue if the effect of such prepayment is to toll an interest charge for such issue and AXP does not otherwise determine in good faith that such action would adversely affect the U.S. federal income Tax liability of a member of the AXP Group (other than a member of the Ameriprise Group). In addition, in such event, Ameriprise shall be liable and indemnify AXP and the AXP Affiliates for, but AXP shall control the resolution of, (A) each AXP Issue which is not expressly set forth in the RAR with respect to such Affiliation Year ("New AXP Issues") and (B) each AXP Excess Issue as defined below. For purposes of this Article IX, an "AXP Excess Issue" shall mean an AXP Issue the Tax liability for which (including any related interest, penalties and additions to Tax) exceeds any proposed deficiency set forth in the RAR with respect to such AXP Issue or, if less, the amount of any deficiency with respect to such AXP Issue in an agreement with the IRS reached during Appellate proceedings ("IRS Agreement"). Ameriprise's liability for an AXP Excess Issue shall be an amount equal to the excess, if any, of the actual liability for Taxes (including any related interest, penalties and additions to Tax) with respect to such AXP Excess Issue over the proposed deficiency in the RAR or IRS Agreement, as the case may be.
Options for Resolution. If an employee believes they have been subjected to discrimination, sexual harassment or workplace harassment, they have a range of options to address the issue in a manner appropriate to their needs and situation. They may use one or more options including, but not limited, to the following:
(i) take direct action by informing the individual who is the source of the behaviour that it is unwelcome and unwanted, and request that the individual stop the behaviour, and by documenting the events including the date, time, location, witnesses, and details;
(ii) consult with one of the Intake Offices that administer the Discrimination and Harassment Policy and the Sexual Violence Policy: Sexual Violence Prevention and Response Office; Employee/Labour Relations, Equity and Inclusion Office; Student Support and Case Management Office; and the Faculty of Health Sciences Professionalism Office (iii) seek assistance from their Xxxx, Chair, Supervisor, or an Intake Office in addressing the issue through an informal resolution process;
Options for Resolution. Individuals who report sexual harassment will be advised of their options for resolution of the complaint. These options include:
A. Informal resolution of the complaint pursuant to the University's Equal Opportunity Complaint Procedure of Policy No. 00-00-000; or
X. Xxxxxx a complaint through the University's Equal Opportunity Complaint Procedure of Policy No. 00-00-000.
Options for Resolution. (a) If an Employee believes to have been subjected to discrimination, sexual harassment or workplace harassment the Employee may elect to submit a grievance under this Agreement or to file a complaint under the University’s Sexual Harassment Policy or the University’s Anti‐ Discrimination Policy.
(b) An Employee who elects to file a grievance under this Agreement shall have access to the mediation process in the University’s Sexual Harassment Policy and/or Anti‐Discrimination Policy prior to the grievance procedure and may be accompanied by a Union Xxxxxxx during the process. An Employee may withdraw from the informal resolution process at any time.
(c) An Employee who files a grievance under this Agreement alleging discrimination contrary to this Article may meet with the University’s Human Rights & Equity Services Office prior to the Stage 1 meeting of the grievance procedure and may be accompanied by a Union Xxxxxxx. Thereafter, an Employee may resume the grievance process.
Options for Resolution. If an employee believes they have been subjected to discrimination, sexual harassment or workplace harassment, they have a range of options to address the issue in a manner appropriate to their needs and situation. They may use one or more options including, but not limited, to the following:
(i) take direct action by informing the individual who is the source of the behaviour that it is unwelcome and unwanted, and request that the individual stop the behaviour, and by documenting the events including the date, time, location, witnesses, and details;
(ii) consult with one of the Intake Offices that administer the Discrimination and Harassment Policy and the Sexual Violence Policy: Sexual Violence Prevention and Response Office; Employee/Labour Relations, Equity and Inclusion Office; Student Support and Case Management Office; and the Faculty of Health Sciences Professionalism Office
Options for Resolution. Individuals who report discrimination will be advised of their options for resolution of the complaint. Depending on the nature of the complaint, these options include:
A. Informal resolution of the complaint, pursuant to the University's Equal Opportunity Complaint Procedure of Policy No. 00-00-000.
X. Xxxxxx investigation of the complaint, pursuant to the University's Equal Opportunity Complaint Procedure of Policy No. 00-00-000.
