Common use of Remedial and Protective Measures Clause in Contracts

Remedial and Protective Measures. ‌ Brown University will take and/or make available reasonable and appropriate measures to protect a Student Employee’s access to Brown University employment or education programs and activities regardless of whether they choose to file a Complaint under the applicable procedures. These measures may be both remedial (designed to address a complainant’s safety and well-being and continued access to educational opportunities) or protective (involving action against a respondent). Remedial and protective measures, which may be temporary or permanent, may include counseling and emotional support, no contact and communication directives, residence modification, academic schedule modification, academic accommodations or assistance, escort, voluntary leave of absence, interim suspension, administrative leave, restrictions on campus activities, work schedule modifications, and other remedies as reasonable and appropriate. A Student Employee seeking relief under this section shall have the right to have an authorized Union Representative present at any point. Remedial and protective measures are available to all members of the Brown University community through the appropriate offices, including Title IX and Gender Equity, Office of Institutional Equity and Diversity (OIED), and Campus Life. For purposes of this Agreement, the University and the Union acknowledge that matters specific to the terms and conditions of employment as Student Employees may need to be addressed from time to time. A Student Employee seeking remedial and protective measures related to their employment may do so through University Human Resources at any time. University Human Resources, in coordination with other offices as necessary and appropriate, may provide any of the remedial and protective measures referenced above, as well as switching the advisor of a Student Employee with as little disruption to their employment and research as possible; work schedule modifications, including the extension of funding timeline to accommodate time lost due to switching advisors or other changes; and other reasonable accommodations as necessary and appropriate. University Human Resources has the discretion to ensure the appropriateness of any measure. If the Union determines that the University's findings or actions constitute a violation of this Agreement, the Union may take the matter to mediation by serving notice in accordance with Article XII – Grievance Procedures. By seeking mediation, it is the intent of the parties to work toward a resolution of the complaint without utilizing the other provisions of the Grievance Procedure Article XII. The University shall be responsible for covering the full cost of mediation for a period of two (2) days, after which point the University and the Union will split the costs evenly. The University shall create a log of instances in which a Student Employee brings a request for remedial and protective measures to University Human Resources to include, at a minimum, the course involved, the nature of the complaint, and the action(s) taken, if any, to resolve the matter. At least once per year, the University shall share the log, without any personally identifying or otherwise protected information about individuals, with the Union to document the scope and nature of the concerns.

Remedial and Protective Measures. ‌ Brown University will take and/or make available reasonable and appropriate measures to protect a Student Employee’s access to Brown University employment or education programs and activities regardless of whether they choose to file a Complaint under the applicable procedures. These measures may be both remedial (designed to address a complainant’s safety and well-being and continued access to educational opportunities) or protective (involving action against a respondent). Remedial and protective measures, which may be temporary or permanent, may include counseling and emotional support, no contact and communication directives, residence modification, academic schedule modification, academic accommodations or assistance, escort, voluntary leave of absence, interim suspension, administrative leave, restrictions on campus activities, work schedule modifications, and other remedies as reasonable and appropriate. A Student Employee seeking relief under this section shall have the right to have an authorized Union Representative present at any point. Remedial and protective measures are available to all members of the Brown University community through the appropriate offices, including Title IX and Gender Equity, Office of Institutional Equity and Diversity (OIED), and Campus Life. For purposes of this Agreement, the University and the Union acknowledge that matters specific to the terms and conditions of employment as Student Employees may need to be addressed from time to time. A Student Employee seeking remedial and protective measures related to their employment may do so through University Human Resources at any time. University Human Resources, in coordination with other offices as necessary and appropriate, may provide any of the remedial and protective measures referenced above, as well as switching the advisor of a Student Employee with as little disruption to their employment and research as possible; work schedule modifications, including the extension of funding timeline to accommodate time lost due to switching advisors or other changes; and other reasonable accommodations as necessary and appropriate. University Human Resources has the discretion to ensure the appropriateness of any measure. If the Union determines that the University's findings or actions constitute a violation of this Agreement, the Union may take the matter to mediation by serving notice in accordance with Article XII – Grievance Procedures. By seeking mediation, it is the intent of the parties to work toward a resolution of the complaint without utilizing the other provisions of the Grievance Procedure Article XII. The University shall be responsible for covering the full cost of mediation for a period of two (2) days, after which point the University and the Union will split the costs evenly. The University shall create a log of instances in which a Student Employee brings a request for remedial and protective measures to University Human Resources to include, at a minimum, the course involved, the nature of the complaint, and the action(s) taken, if any, to resolve the matter. At least once per year, the University shall share the log, without any personally identifying or otherwise protected information about individuals, with the Union to document the scope and nature of the concerns.

Remedial and Protective Measures. ‌ Brown Xxxxx University will take and/or make available reasonable and appropriate measures to protect a Graduate Student Employee’s access to Brown Xxxxx University employment or education programs and activities regardless of whether they choose to file a Complaint under the applicable procedures. These measures may be both remedial (designed to address a complainant’s safety and well-being and continued access to educational opportunities) or protective (involving action against a respondent). Remedial and protective measures, which may be temporary or permanent, may include counseling and emotional support, no contact and communication directives, residence modification, academic schedule modification, academic accommodations or assistance, escort, voluntary leave of absence, interim suspension, administrative leave, restrictions on campus activities, work schedule modifications, and other remedies as reasonable and appropriate. A Graduate Student Employee seeking relief under this section shall have the right to have an authorized Union Representative present at any point. Remedial and protective measures are available to all members of the Brown Xxxxx University community through the appropriate offices, including Title IX and Gender Equity, Office of Institutional Equity and Diversity (OIED), and Campus Life. For purposes of this Agreement, the University and the Union acknowledge that matters specific to the terms and conditions of employment as Graduate Student Employees may need to be addressed from time to time. A Graduate Student Employee seeking remedial and protective measures related to their employment may do so through University Human Resources the Xxxx of the Graduate School at any time. University Human ResourcesThe Xxxx of the Graduate School, in coordination with other offices as necessary and appropriate, may provide any of the remedial and protective measures referenced above, above as well as switching the advisor or laboratory of a Graduate Student Employee with as little minimal disruption to their employment and research as possible; , work schedule modifications, including the extension of funding timeline to accommodate time lost due to switching advisors or other changes; , and other reasonable accommodations as necessary and appropriate. University Human Resources The Xxxx of the Graduate School has the discretion to ensure the appropriateness of any measure. If the Union determines that the University's findings or actions constitute a violation of this Agreement, the Union may take the matter to mediation by serving notice in accordance with Article XII XI – Grievance Procedures. By seeking mediation, it is the intent of the parties to work toward a resolution of the complaint without utilizing the other provisions of the Grievance Procedure Article XIIXI. The University shall be responsible for covering the full cost of mediation for a period of two (2) days, after which point the University and the Union will split the costs evenly. The University shall create a log of instances in which a Graduate Student Employee brings a request for remedial Remedial and protective measures Protective Measures to University Human Resources the Xxxx of the Graduate School to include, at a minimum, the course University department or program involved, the nature of the complaint, and the action(s) taken, if any, to resolve the matter. At least once per year, the University shall share the log, without any personally identifying or otherwise protected information about individuals, with the Union to document the scope and nature of the concerns.

Remedial and Protective Measures. ‌ Brown University will take and/or make available reasonable and appropriate measures to protect a Graduate Student Employee’s access to Brown University employment or education programs and activities regardless of whether they choose to file a Complaint under the applicable proceduresUniversity procedures and/or exercise their constitutional or statutory rights. These measures may be both remedial (designed to address a complainant’s safety and well-being and continued access to educational opportunities) or protective (involving action against a respondent). Remedial and protective measures, which may be temporary or permanent, may include counseling and emotional support, no contact and communication directives, residence modification, academic schedule modification, academic accommodations or assistance, escort, voluntary leave of absence, interim suspension, administrative leave, restrictions on campus activities, work schedule modifications, and other remedies as reasonable and appropriate. A Graduate Student Employee seeking relief under this section shall have the right to have an authorized Union Representative present at any point. Remedial and protective measures are available to all members of the Brown University community through the appropriate offices, including Title IX and Gender Equity, Office of Institutional Equity and Diversity (OIED), and Campus Life. For purposes of this Agreement, the University and the Union acknowledge that matters specific to the terms and conditions of employment as Graduate Student Employees may need to be addressed from time to time. A Graduate Student Employee seeking remedial and protective measures related to their employment may do so through University Human Resources the Xxxx of the Graduate School at any time. University Human ResourcesThe Xxxx of the Graduate School, in coordination with other offices as necessary and appropriate, may provide any of the remedial and protective measures referenced above, above as well as switching the advisor or laboratory of a Graduate Student Employee with as little minimal disruption to their employment and research as possible; , work schedule modifications, including the extension of funding timeline to accommodate time lost due to switching advisors or other changes; , and other reasonable accommodations as necessary and appropriate. University Human Resources The Xxxx of the Graduate School has the discretion to ensure the appropriateness of any measure. If the Union determines that the University's findings or actions constitute a violation of this Agreement, the Union may take the matter to mediation by serving notice in accordance with Article XII – Grievance Procedures. By seeking mediation, it is the intent of the parties to work toward a resolution of the complaint without utilizing the other provisions of the Grievance Procedure Article XII. The University shall be responsible for covering the full cost of mediation for a period of two (2) days, after which point the University and the Union will split the costs evenly. The University shall create a log of instances in which a Graduate Student Employee brings a request for remedial Remedial and protective measures Protective Measures to University Human Resources the Xxxx of the Graduate School to include, at a minimum, the course University department or program involved, the nature of the complaint, and the action(s) taken, if any, to resolve the matter. At least once per year, the University shall share the log, without any personally identifying or otherwise protected information about individuals, with the Union to document the scope and nature of the concerns.