Procedure for Initiating Complaints Sample Clauses

Procedure for Initiating Complaints. ‌ The following procedure shall apply in initiating a sexual harassment complaint: A grievance involving an alleged violation of this Article shall be submitted directly to the THIRD step of the grievance procedure, and the grievant shall be represented by the Union. A grievance hearing shall be promptly scheduled.
Sample 1
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Procedure for Initiating Complaints. The following procedure shall apply in initiating a complaint for any violation of this policy: ▪ Any person who is aggrieved by any form of sexual harassment, should directly inform the offending person that the conduct is offensive and must stop. ▪ If the aggrieved person does not wish to communicate directly to the offending person, or if direct communication with him or her is unsuccessful, the aggrieved person shall notify the Director of Human Resources. All complaints must be in writing. Complaints forms are available in the Office of Human Resources. ▪ All complaints of sexual harassment shall be investigated promptly and thoroughly by the Senior Academic Administrator assigned to that task by the President. ▪ The Senior Academic Administrator and Director of Human Resources will submit the report of the investigation to the President. Based on the recommendation of the latter that there is sufficient concern based on the preliminary data, the President will instruct the Senior Academic Administrator to organize a special committee of three senior and respected members of the faculty and/or administration and with the Director of Human Resources sitting as recorder and advisor, the Committee will proceed to investigate the matter forward. ▪ No later than three weeks after the date the Committee is formed, the Senior Academic Administrator will submit a report of the Committees’ review of all facts including if needed further interviews of the parties involved and make a final recommendation to the President. If there are sufficient grounds to go forward, the Senior Academic Administrator and Director of Human Resources will contact the College’s Legal Counsel for further advice on the procedures. The individuals involved may then be advised to seek independent legal advice. ▪ At any time in the process, the Senior Academic Administrator or the Committee may recommend to the President appropriate remedial action if warranted which may include, but is not limited to demotion, suspension or termination of employment.
Sample 1

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