Common use of STEP FORMAL INVESTIGATION Clause in Contracts

STEP FORMAL INVESTIGATION. The Investigator shall interview the complainant, the respondent and any witnesses or other persons who may have evidence relevant to the complaint. Both the complainant and the respondent shall be provided with the conclusion obtained by the Investigator and given the opportunity to respond to it. The Investigator shall make a report of his or her finding to the Corporation as soon as possible after interviewing the parties and witnesses. If the allegations are found to be substantiated the Investigator may recommend appropriate sanctions to the Corporation. The appropriate criterion for a finding is "proof on a balance of probabilities", except that, where the allegations constitute or approximate criminal conduct, the criminal standard of "proof beyond a reasonable doubt," may be imposed. The range of penalties include dismissal, suspension, apology, private or public reprimand or a combination thereof. The appropriateness of the penalty will depend upon the seriousness the offence, the respondent's attitude to the complaint and investigation, prior record, likelihood of repetition of the conduct complained of and any mitigating factors which exist. STEP EXTERNAL RECOURSE In addition to the above internal procedures, employees who believe that they have been harassed have a right to seek redress at any time under provisions of the Canadian Human Rights Act policy and thus develop a suitable climate for the receipt of complaints; ensure that the Director of Human Resources is notified and in receipt of all documents pertaining to all complaints directly received by the Director of the department or the immediate supervisor of the complainant, and is notified of all measures taken, if any, concerning the complaint.

STEP FORMAL INVESTIGATION. The Investigator shall interview the complainant, the respondent and any witnesses or other persons who may have evidence relevant to the complaint. Both the complainant and the respondent shall be provided with the conclusion obtained by the Investigator and given the opportunity to respond to it. The Investigator shall make a report of his or her finding to the Corporation as soon as possible after interviewing the parties and witnesses. If the allegations are found to be substantiated the Investigator may recommend appropriate sanctions to the Corporation. The appropriate criterion for a finding is "proof on a balance of probabilities", except that, where the allegations constitute or approximate criminal conduct, the criminal standard of "proof beyond a reasonable doubt," may be imposed. The range of penalties include dismissal, suspension, apology, private or public reprimand or a combination thereof. The appropriateness of the penalty will depend upon the seriousness of the offence, the respondent's attitude to the complaint and investigation, prior record, likelihood of repetition of the conduct complained of and any mitigating factors which exist. STEP EXTERNAL RECOURSE In addition to the above internal procedures, employees who believe that they have been harassed have a right to seek redress at any time under provisions of the Canadian Human Rights Act policy and thus develop a suitable climate for the receipt of complaints; ensure that the Director of Human Resources is notified and in receipt of all documents pertaining to all complaints directly received by the Director of the department or the immediate supervisor of the complainant, and is notified of all measures taken, if any, concerning the complaint.. National Arts Centre Music Department Agreement Page CANADIAN ACTORS’ EQUITY ASSOCIATION Xxxxxxxx Xxxxxx Xxxxxxxx Xxxxxx, 00xx Xxxxx Xxxxxxx, XX (416) fax: (416) email: Western Granville Street, Suite Vancouver, (604) fax: (604) email: Xxxxxxxx Xxxx Xxxxxx Xxx X

STEP FORMAL INVESTIGATION. The Investigator shall interview the complainant, the respondent and any witnesses or other persons who may have evidence relevant to the complaint. Both the complainant and the respondent shall be provided with the conclusion obtained by the Investigator and given the opportunity to respond to it. The Investigator shall make a report of his or her finding to the Corporation as soon as possible after interviewing the parties and witnesses. If the allegations are found to be substantiated the Investigator may recommend appropriate sanctions to the Corporation. The appropriate criterion for a finding is "proof on a balance of probabilities", except that, where the allegations constitute or approximate criminal conduct, the criminal standard of "proof beyond a reasonable doubt," may be imposed. The range of penalties include dismissal, suspension, apology, private or public reprimand or a combination thereof. The appropriateness of the penalty will depend upon the seriousness the offence, the respondent's attitude to the complaint and investigation, prior record, likelihood of repetition of the conduct complained of and any mitigating factors mitigatingfactors which exist. STEP EXTERNAL RECOURSE In addition to the above internal procedures, employees who believe that they have been harassed have a right to seek redress at any time under provisions of the Canadian Human Rights Act policy and thus develop a suitable climate for the receipt of complaints; ensure that the Director of Human Resources is notified and in receipt of all documents pertaining to all complaints directly received by the Director of the department or the immediate supervisor of the complainant, and is notified of all measures taken, if any, concerning the complaint.. APPENDIX E

STEP FORMAL INVESTIGATION. The Investigator shall Investigatorshall interview the complainant, the respondent and any witnesses or other persons who may have evidence relevant to the complaint. Both the complainant and the respondent shall be provided with the conclusion obtained by the Investigator and given the opportunity to respond to it. The Investigator shall make a report of his or her finding to the Corporation as soon as possible after interviewing the parties and witnesses. If the allegations are found to be substantiated the Investigator may recommend appropriate sanctions to the Corporation. The appropriate criterion for a finding is "proof on a balance of probabilities", except that, where the allegations constitute or approximate criminal conduct, the criminal standard of "proof beyond a reasonable doubt," may be imposed. The range of penalties include dismissal, suspension, apology, private or public reprimand or a combination thereof. The appropriateness of the penalty will depend upon the seriousness of the offence, the respondent's attitude to the complaint and investigation, prior record, likelihood of repetition of the conduct complained of and any mitigating factors which exist. STEP EXTERNAL RECOURSE In addition to the above internal procedures, employees who believe that they have been harassed have a right to seek redress at any time under provisions of the Canadian Human Rights Act policy and thus develop a suitable climate for the receipt of complaints; ensure that the Director of Human Resources is notified and in receipt of all documents pertaining to all complaints directly received by the Director of the department or the immediate supervisor of the complainant, and is notified of all measures taken, if any, concerning the complaint.. National Arts Centre Music Department Agreement Page CANADIAN ACTORS’ EQUITY ASSOCIATION Xxxxxxxx Xxxxxx Xxxxxxxx Xxxxxx, 00xx Xxxxx Xxxxxxx, XX (416) fax: (416) email: Xxxxxxx Xxxxxx Xxxxxxxxx Xxxxxx, Xxxxx Xxxxxxxxx, (604) fax: (604) email: Xxxxxxxx Xxxx Xxxxxx Xxx X