Responsibility of the Supervisor. A supervisor is expected to report on time for the work assignment each day. If for any reason it is impossible to report to work, the employee shall inform the administrator of this fact as soon as possible prior to the start of the employee's scheduled work time but not later than one hour after normal reporting time unless an emergency situation requires more time. The consent of the administrator must be obtained in advance of any absence unless the necessity for the absence cannot reasonably be anticipated in advance. An employee who is absent because of illness must keep the supervisor informed as to when he/she expects to return to work. An employee whose illness lasts more than one week must report at least weekly. Failure to comply with either of these provisions may be cause for dismissal. If an employee is absent for three working days without leave or notifying his/her supervisor, the absence will be an automatic resignation as prescribed in Article 5.7.2.
Responsibility of the Supervisor. Using a Performance Development Plan, Supervisors shall provide monitoring of regular employees so that the employees are aware of any standards they are not meeting, and what they need to do to meet the standard.
Responsibility of the Supervisor. To hear the complainant. To advise the complainant of the investigation process. To ascertain if the complainant requires assistance in the workplace until the investigation process is completed. i.e. transfer to another job, changed reporting, etc. To inform the complainant of the actions that will be taken. To ascertain if the complainant requires assistance in coping with the stress of harassment and facilitate such support. To discuss with the complainant the assistance available. To inform the complainant of sick leave policies which may be used to deal with the stress associated with harassment. To ascertain, and if necessary, take appropriate action to protect witnesses from threats, intimidation and reprisals due to their involvement in the complaint. To inform the alleged harasser that a complaint has been filed. To inform the harasser, in advance of the meeting, of her right to union representation if applicable. To provide the harasser with details of the complaint. To inform the harasser of the investigation process. To inform the harasser of any modifications to her job/duties as a result of the complaint. To inform the harasser that her behaviour shall, upon investigation, be cause for disciplinary action. A person accused of harassment may not use the grievance process to challenge any change in job duties while an investigation is being conducted, save and except where such a change in duties affects the person's rate of pay. The investigation process All proceedings and results of an investigation process will be held in strictest confidence by all parties. All Investigations will be carried out by a third (3rd) party investigator and the expense of such investigation will be shared by both Union and Management. A complaint procedure, once initiated, may be withdrawn by the complainant. However, Management must carry through if harassment causes a poisoned work environment and/or a health & safety issue. An investigation will involve: An interview with a complainant and a supporting person1 at the complainant's discretion.
