Common use of Processes Available to Employees Clause in Contracts

Processes Available to Employees. Employees who feel they have been the subject of protected-category discrimination and/or harassment, including sexual harassment, are encouraged to address these issues and seek resolution. Employees are encouraged to inform their supervisors of their situation, if they feel comfortable doing so, and seek assistance from the Equal Opportunity (EO) Office, which provides both informal and formal resolution processes. In those cases where an employee files both a union/HR grievance and an internal Equal Opportunity Office discrimination complaint regarding the alleged discrimination, the union/HR grievance process will be suspended until such time as the discrimination complaint investigation has been completed. Other avenues available to employees are through the Washington State Human Rights Commission (HRC), or the Equal Employment Opportunity Commission (EEOC). Employees who file an HRC or EEOC complaint will not initiate or pursue union/HR grievances about the discrimination allegation(s). If after filing a union/HR grievance an employee chooses to file a complaint with the EO Office, HRC or EEOC, the union/HR grievance regarding the alleged discrimination will be considered withdrawn. Both parties agree that unlawful harassment or bullying will not be tolerated. Harassment is a form of discrimination. Bullying is a subset of harassment. Examples of harassment and bullying include name-calling, graphic or written statements (including cyber), or physical conduct that is threatening, harmful or humiliating and that is based, at least in part, on a legally protected characteristic. Harassment does not have to include intent to harm, be directed at a specific target, or involve repeated incidents. Harassment where the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive is unlawful and will not be tolerated.

Processes Available to Employees. Employees who feel they have been the subject of protected-category discrimination and/or harassment, including sexual harassment, are encouraged to address these issues and seek resolution. Employees are encouraged to inform their supervisors of their situation, if they feel comfortable doing so, and seek assistance from the Equal Opportunity Civil Rights and Title IX Compliance Office (EO) Office“CRTC”), which provides both informal and formal resolution processes. In those cases where an employee files both a union/HR grievance and an internal Equal Opportunity Office CRTC discrimination complaint regarding the alleged discrimination, the union/HR grievance process will be suspended until such time as the discrimination complaint investigation has been completed. Other avenues available to employees are through the Washington State Human Rights Commission (“HRC”), or the Equal Employment Opportunity Commission (“EEOC”). Employees who file an HRC or EEOC complaint will not initiate or pursue union/HR grievances about the discrimination allegation(s). If after filing a union/HR grievance an employee chooses to file a complaint with the EO OfficeCRTC, HRC or EEOC, the union/HR grievance regarding the alleged discrimination will be considered withdrawn. Both parties agree that unlawful harassment or bullying will not be tolerated. Harassment is a form of discrimination. Bullying is a subset of harassment. Examples of harassment and bullying include name-calling, graphic or written statements (including cyber), or physical conduct that is threatening, harmful or humiliating and that is based, at least in part, on a legally protected characteristic. Harassment does not have to include intent to harm, be directed at a specific target, or involve repeated incidents. Harassment where the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive is unlawful and will not be tolerated.