Common use of Options for Resolution Clause in Contracts

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. If an employee 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 four (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 one of the Intake Offices, they will be informed of the options available to her them pursuant to Article 6.01(f)6.04.

Options for Resolution. If an employee 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: Sexual Violence Prevention and Response Office, 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 one of the Intake Offices, they will be informed of the options available to her them pursuant to Article 6.01(f)6.04.

Options for Resolution. If an employee Employee believes she they has have been subjected to discrimination, sexual harassment or workplace harassment, she they has have a range of options to address the issue in a manner appropriate to her their needs and situation. She 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 3 4 Intake Offices that administers the Discrimination and and, Harassment Policy, and the Sexual Harassment Violence Policy: Employee/Labour Relations, Equity and Inclusion Office, Student Support & Case Management Office, and the Faculty of Health Sciences Professionalism Office; (iii) initiate an informal complaint with a Person in Authority at the University, or with an Intake Office, and 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 she they has 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, she they will be informed of the options available to her pursuant to Article 6.01(f).

Options for Resolution. If an employee Employee believes she they has have been subjected to discrimination, sexual harassment or workplace harassment, she they has have a range of options to address the issue in a manner appropriate to her their needs and situation. She 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 3 four (4) Intake Offices that administers the Discrimination and and, Harassment Policy, and the Sexual Harassment Violence Policy: Employee/Labour Relations, Equity and Inclusion Office, Student Support & Case Management Office, and the Faculty of Health Sciences Professionalism Office; (iii) initiate an informal complaint with a Person in Authority at the University, or with an Intake Office, and 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 one of the Intake Offices, they will be informed of the options available to her them pursuant to Article 6.01(f)6.04.