Common use of Stage 2 - Formal Investigation Clause in Contracts

Stage 2 - Formal Investigation. If the matter remains unresolved, is a serious issue of personal harassment, or is an incident of Human Rights Harassment, the complainant will make a complaint in writing in the form of a signed letter to the President of the Local Union which will be forwarded to the Company’s Harassment Policy Coordinator. The signed letter will contain sufficient detail to determine if the matter will proceed to a formal investigation. The CAW and Jazz will each select an individual who will act as an investigator and will communicate the names of their designate to each other. The Union and the Company designates will then contact each other and arrange to conduct a joint investigation. At the beginning of the investigation the complainant’s identity and the general nature of the complainant’s identity and the general nature of the complaint will be communicated to the alleged harasser (respondent). The respondent will be given an appro- priate amount of information regarding the complainant in order to make a detailed response. When both the complainant and the respondent are members of different bargaining units, the senior executive of the respondent’s bargaining unit will be informed by the Company Harassment Coordinator. The respondent’s bargaining unit will have the right to appoint the investigator to hear all evidence in the formal investigation. Should a CAW member be the respondent in a complaint lodged under the collective agreement administered by another bar- gaining agent, the CAW will appoint an investigator to hear all evidence in the investigatory hearing.

Stage 2 - Formal Investigation. | If the matter remains unresolved, is a serious issue of personal harassment, or is an incident of Human Rights Harassment, the complainant will make a complaint in writing in the form of a signed letter to the President of the Local Union which will be forwarded to the Company’s Harassment Policy Coordinator. The signed letter will contain sufficient detail to determine if the matter will proceed to a formal investigation. The CAW Unifor and Jazz will each select an individual who will act as an investigator and will communicate the names of their designate to each other. | | The Union and the Company designates will then contact each other and arrange to conduct a joint investigation. At the beginning of the investigation the complainant’s identity and the general nature of the complainant’s identity and the general nature of the complaint will be communicated to the alleged harasser (respondent). The respondent will be given an appro- priate appropriate amount of information regarding the complainant in order to make a detailed response. When both the complainant and the respondent are members of different bargaining unitsBargaining Units, the senior executive of the respondent’s bargaining unit Bargaining Unit will be informed by the Company Harassment Coordinator. The respondent’s bargaining unit Bargaining Unit will have the right to appoint the investigator to hear all evidence in the formal investigation. Should a CAW Unifor member be the respondent in a complaint lodged under the collective agreement Collective Agreement administered by another bar- gaining bargaining agent, the CAW Unifor will appoint an investigator to hear all evidence in the investigatory hearing.. | |

Stage 2 - Formal Investigation. If the matter remains unresolved, is a serious issue of personal harassment, or is an incident of Human Rights Harassment, the complainant will make a complaint in writing in the form of a signed letter to the President of the Local Union which will be forwarded to the Company’s 's Harassment Policy Coordinator. The signed letter will contain sufficient detail to determine if the matter will proceed to a formal investigation. The CAW and Jazz will each select an individual who will act as an investigator and will communicate the names of their designate to each other. The Union and the Company designates will then contact each other and arrange to conduct a joint investigation. At the beginning of the investigation the complainant’s identity and the general nature of the complainant’s 's identity and the general nature of the complaint will be communicated to the alleged harasser (respondent). The respondent will be given an appro- priate appropriate amount of information regarding the complainant complaint in order to make a detailed response. When both the complainant and the respondent are members of different bargaining units, the senior executive of the respondent’s 's bargaining unit will be informed by the Company Harassment Coordinator. The respondent’s 's bargaining unit will have the right to appoint the an investigator to hear all evidence in the formal investigation. Should a CAW member be the respondent in a complaint lodged under the a collective agreement administered by another bar- gaining bargaining agent, the CAW will appoint an investigator to hear all evidence in the investigatory hearing.

Stage 2 - Formal Investigation. | If the matter remains unresolved, is a serious issue of personal harassment, or is an incident of Human Rights Harassment, the complainant will make a complaint in writing in the form of a signed letter to the President of the Local Union which will be forwarded to the Company’s Harassment Policy Coordinator. The signed letter will contain sufficient detail to determine if the matter will proceed to a formal investigation. The CAW Unifor and Jazz will each select an individual who will act as an investigator and will communicate the names of their designate to each other. | The Union and the Company designates will then contact each other and arrange to conduct a joint investigation. At the beginning of the investigation the complainant’s identity and the general nature of the complainant’s identity and the general nature of the complaint will be communicated to the alleged harasser (respondent). The respondent will be given an appro- priate appropriate amount of information regarding the complainant in order to make a detailed response. When both the complainant and the respondent are members of different bargaining unitsBargaining Units, the senior executive of the respondent’s bargaining unit Bargaining Unit will be informed by the Company Harassment Coordinator. The respondent’s bargaining unit Bargaining Unit will have the right to appoint the investigator to hear all evidence in the formal investigation. Should a CAW Unifor member be the respondent in a complaint lodged under the collective agreement Collective Agreement administered by another bar- gaining bargaining agent, the CAW Unifor will appoint an investigator to hear all evidence in the | investigatory hearing.. |