Common use of Complaint Process Clause in Contracts

Complaint Process. (a) The Employer and the Union agree that all Employees of the University are responsible for adhering to the University’s policies on human rights, as well as those on the prevention of workplace violence, workplace harassment, sexual violence, and sexual harassment. (b) Any complaint of harassment may also be grieved using the procedures set out in Article 10 of the Collective Agreement. Grievances will be held in abeyance until such time as the process initiated by the Employee in the appropriate policy has been completed. (c) Where the respondent to the complaint is the person who would normally deal with any of the steps of the grievance, the respondent will be recused from the grievance process, and the grievance shall automatically be sent forward to the next step. (d) A copy of the following documents shall be retained on the University website: • Carleton University’s Human Rights Policies and Procedures (including such Discrimination and Harassment Policies as the Sexual Harassment Prevention Policy at Part IV s.4); • ▇▇▇▇▇▇▇▇’▇ Workplace Harassment Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Workplace Harassment Prevention Program; • Carleton’s Workplace Violence Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Workplace Violence Prevention Program; • Carleton’s Environmental Health and Safety Policy; • ▇▇▇▇▇▇▇▇’▇ Sexual Violence Policy. The Employer will ensure that the above documents are electronically provided to the Union. (e) All matters arising from this Article will be administered in accordance with the University’s Access to Information and Privacy Policy, as amended from time to time, the Freedom of Information and Protection of Privacy Act (FIPPA) and the University’s Sexual Violence Policy (where appropriate), as amended from time to time.

Complaint Process. (a) The Employer and the Union agree that all Employees employees of the University are responsible for adhering to adhere to the University’s policies on human rights, rights as well as those on the prevention of workplace violence, workplace harassment, workplace/sexual violence, violence and workplace/sexual harassment. (b) Any complaint of harassment may also be grieved using the procedures set out in Article 10 13 of the Collective Agreement. Grievances will be held in abeyance until such time as the process initiated by the Employee in the appropriate policy has been completedagreement. (c) Where the respondent to the complaint is the person who would normally deal with any of the steps of the grievance, the respondent will be recused from the grievance process, and the grievance shall automatically be sent forward to the next step. (d) A copy of the following documents shall be retained on the University website; in Human Resources; and in the Union Office: •  Carleton University’s Human Rights Policies and Procedures (including such Discrimination and Harassment Policies as the Sexual Harassment Prevention Policy at Part IV s.4); • ▇▇▇▇▇▇▇▇’▇  Carleton’s Workplace Harassment Prevention Policy; • ▇▇▇▇▇▇▇▇’▇  Carleton’s Workplace Harassment Prevention Program; •  Carleton’s Workplace Violence Prevention Policy; • ▇▇▇▇▇▇▇▇’▇  Carleton’s Workplace Violence Prevention Program; •  Carleton’s Environmental Health and Safety Policy; • ▇▇▇▇▇▇▇▇’▇  Carleton’s Sexual Violence Policy. Policy The Employer will ensure that the above documents are provided electronically provided to the UnionUnion Office. (ea) All matters arising from this Article will The parties formally recognize their obligations under the Ontario Occupational Health and Safety Act and Ministry of Training, Colleges and Universities Act, in particular with relation to the prevention of sexual violence and sexual harassment in the workplace. (b) Sexual harassment is defined as: (i) engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be administered known to be unwelcome, or (ii) making a sexual solicitation or advance where the person making the solicitation or advance is in accordance with a position to confer, grant or deny a benefit or advancement to the Universityworker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome; (c) Sexual violence means any sexual act or act targeting a person’s Access to Information sexuality, gender identity or gender expression, whether the act is physical or psychological in nature, that is committed, threatened or attempted against a person without the person’s consent, and Privacy Policyincludes sexual assault, as amended from time to timesexual harassment, stalking, indecent exposure, voyeurism and sexual exploitation. (a) On receipt of a complaint of sexual and/or gender harassment, the Freedom Employer will advise any involved employee of Information their right to Union representation at any stage of the complaint. The Employer will follow university policies and Protection of Privacy Act procedures to address the complaint. (FIPPAb) and If an employee, supported by the Union, chooses not to pursue a complaint through Carleton University’s Sexual Violence Policy and instead seeks an informal resolution with the respondent, the Employer (through Human Resources) will, where appropriate)possible, as amended from time to timefacilitate this process in cooperation with the Union.

Complaint Process. (a) The Employer and the Union agree that all Employees of the University are responsible for adhering to adhere to the University’s policies on human rights, rights as well as those on the prevention of workplace violence, workplace harassment, workplace/sexual violence, violence and workplace/sexual harassment. (b) Any complaint of harassment may also be grieved using the procedures set out in Article 10 13 of the Collective Agreement. Grievances will be held in abeyance until such time as the process initiated by the Employee in the appropriate policy has been completed. (c) Where the respondent to the complaint is the person who would normally deal with any of the steps of the grievance, the respondent will be recused from the grievance process, and the grievance shall automatically be sent forward to the next step. (d) A copy of the following documents shall be retained on the University website; in Human Resources; and in the Union Office: • ● Carleton University’s Human Rights Policies and Procedures (including such Discrimination and Harassment Policies as the Sexual Harassment Prevention Policy at Part IV s.4); • ● ▇▇▇▇▇▇▇▇’▇ Workplace Harassment Prevention Policy; • ● ▇▇▇▇▇▇▇▇’▇ Workplace Harassment Prevention Program; • Carleton’s ● ▇▇▇▇▇▇▇▇’▇ Workplace Violence Prevention Policy; • ● ▇▇▇▇▇▇▇▇’▇ Workplace Violence Prevention Program; • Carleton’s ● ▇▇▇▇▇▇▇▇’▇ Environmental Health and Safety Policy; • ● ▇▇▇▇▇▇▇▇’▇ Sexual Violence Policy. . (e) The Employer will ensure that the above documents are provided electronically provided to the UnionUnion Office. (ef) All matters arising from this Article will be administered in accordance with the University’s Sexual Violence Policy, as amended from time to time; the University’s Access to Information and Privacy Policy, as amended from time to time, and the Freedom of Information and Protection of Privacy Act (FIPPA). (a) and If an Employee, supported by the Union, chooses not to pursue a complaint through Carleton University’s Sexual Violence Policy and instead seeks an informal resolution with the respondent, the Employer will, where possible, facilitate this process in cooperation with the Union. (where appropriate)b) Employees are entitled to Domestic or Sexual Violence Leave in accordance with the Employment Standards Act, 2000, S.O. 2000, c.41 as amended from time to time. Such leaves will be granted without regard to the statutory 13- week service requirement.

Complaint Process. (a) The Employer and the Union agree that all Employees employees of the University are responsible for adhering to adhere to the University’s policies on human rights, rights as well as those on the prevention of workplace violence, workplace harassment, sexual violence, violence and sexual harassment. (b) Any complaint of harassment may also be grieved using the procedures set out in Article 10 of the Collective Agreement. Grievances will be held in abeyance until such time as the process initiated by the Employee employee in the appropriate policy has been completed. (c) Where the respondent to the complaint is the person who would normally deal with any of the steps of the grievance, the respondent will be recused from the grievance process, and the grievance shall automatically be sent forward to the next step. (d) A copy of the following documents shall be retained on the University website; in Human Resources; the Office of the ▇▇▇▇ of Graduate and Postdoctoral Affairs; and the Union Office: •  Carleton University’s Human Rights Policies and Procedures (including such Discrimination and Harassment Policies as the Sexual Harassment Prevention Policy at Part IV s.4); • ▇▇▇▇▇▇▇▇’▇  Carleton’s Workplace Harassment Prevention Policy; • ▇▇▇▇▇▇▇▇’▇  Carleton’s Workplace Harassment Prevention Program; •  Carleton’s Workplace Violence Prevention Policy; • ▇▇▇▇▇▇▇▇’▇  Carleton’s Workplace Violence Prevention Program; •  Carleton’s Environmental Health and Safety Policy; • ▇▇▇▇▇▇▇▇’▇  Carleton’s Sexual Violence Policy. Policy The Employer will ensure that the above documents are electronically provided to the UnionUnion office. (ea) All matters arising from this Article will The parties formally recognize their obligations under the Ontario Occupational Health and Safety Act and Ministry of Training, Colleges and Universities Act, in particular with relation to the prevention of sexual violence and sexual harassment in the workplace. (b) Workplace sexual harassment is defined as i. engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be administered known to be unwelcome, or ii. making a sexual solicitation or advance where the person making the solicitation or advance is in accordance with a position to confer, grant or deny a benefit or advancement to the Universityworker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome; (c) Sexual violence means any sexual act or act targeting a person’s Access to Information sexuality, gender identity or gender expression, whether the act is physical or psychological in nature, that is committed, threatened or attempted against a person without the person’s consent, and Privacy Policyincludes sexual assault, as amended from time to timesexual harassment, stalking, indecent exposure, voyeurism and sexual exploitation. (a) On receipt of a complaint of sexual and/or gender harassment, the Freedom Employer will advise any involved employee of Information their right to Union representation at any stage of the complaint. The Employer will follow University Policies and Protection of Privacy Act Procedures to address the complaint. (FIPPAb) and If an employee, supported by the Union, chooses not to pursue a complaint through Carleton University’s Sexual Violence Policy and instead seeks an informal resolution with the respondent, the Employer (through Human Resources) will, where appropriate)possible, as amended from time to timefacilitate this process in cooperation with the Union.

Complaint Process. (a) The Employer and the Union agree that all Employees employees of the University are responsible for adhering to adhere to the University’s policies on human rights, rights as well as those on the prevention of workplace violence, workplace harassment, workplace/sexual violence, violence and workplace/sexual harassment. (b) Any complaint of harassment may also be grieved using the procedures set out in Article 10 13 of the Collective Agreement. Grievances will be held in abeyance until such time as the process initiated by the Employee in the appropriate policy has been completedagreement. (c) Where the respondent to the complaint is the person who would normally deal with any of the steps of the grievance, the respondent will be recused from the grievance process, and the grievance shall automatically be sent forward to the next step. (d) A copy of the following documents shall be retained on the University website; in Human Resources; and in the Union Office: • Carleton University’s Human Rights Policies and Procedures (including such Discrimination and Harassment Policies as the Sexual Harassment Prevention Policy at Part IV s.4); • ▇▇▇▇▇▇▇▇’▇ Carleton’s Workplace Harassment Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Carleton’s Workplace Harassment Prevention Program; • Carleton’s Workplace Violence Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Carleton’s Workplace Violence Prevention Program; • Carleton’s Environmental Health and Safety Policy; • ▇▇▇▇▇▇▇▇’▇ Carleton’s Sexual Violence Policy. . (e) The Employer will ensure that the above documents are provided electronically provided to the UnionUnion Office. (ef) All matters arising from this Article will be administered in accordance with the University’s Sexual Violence Policy, as amended from time to time; the University’s Access to Information and Privacy Policy, as amended from time to time, and the Freedom of Information and Protection of Privacy Act (FIPPA). (a) and If an employee, supported by the Union, chooses not to pursue a complaint through Carleton University’s Sexual Violence Policy and instead seeks an informal resolution with the respondent, the Employer will, where possible, facilitate this process in cooperation with the Union. The parties agree that some circumstances involving allegations of discrimination or harassment warrant separation of the complainant and alleged harasser. The complainant may request such a separation in accordance with the appropriate policy listed in Article 9.7 (where appropriated). (b) Employees are entitled to Domestic or Sexual Violence Leave in accordance with the Employment Standards Act, 2000, S.O. 2000, c.41 as amended from time to time. Such leaves will be granted without regard to the statutory 13-week service requirement.

Complaint Process. (a) The Employer and the Union agree that all Employees employees of the University are responsible for adhering to adhere to the University’s policies on human rights, rights as well as those on the prevention of workplace violence, workplace harassment, workplace/sexual violence, violence and workplace/sexual harassment. (b) Any complaint of harassment may also be grieved using the procedures set out in Article 10 13 of the Collective Agreement. Grievances will be held in abeyance until such time as the process initiated by the Employee in the appropriate policy has been completedagreement. (c) Where the respondent to the complaint is the person who would normally deal with any of the steps of the grievance, the respondent will be recused from the grievance process, and the grievance shall automatically be sent forward to the next step. (d) A copy of the following documents shall be retained on the University website; in Human Resources; and in the Union Office: • Carleton University’s Human Rights Policies and Procedures (including such Discrimination and Harassment Policies as the Sexual Harassment Prevention Policy at Part IV s.4); • ▇▇▇▇▇▇▇▇’▇ Carleton’s Workplace Harassment Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Carleton’s Workplace Harassment Prevention Program; • Carleton’s Workplace Violence Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Carleton’s Workplace Violence Prevention Program; • Carleton’s Environmental Health and Safety Policy; • ▇▇▇▇▇▇▇▇’▇ Carleton’s Sexual Violence Policy. Policy The Employer will ensure that the above documents are provided electronically provided to the UnionUnion Office. (ea) All matters arising from this Article will The parties formally recognize their obligations under the Ontario Occupational Health and Safety Act and Ministry of Training, Colleges and Universities Act, in particular with relation to the prevention of sexual violence and sexual harassment in the workplace. (b) Sexual harassment is defined as: (i) Engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be administered known to be unwelcome, or (ii) Making a sexual solicitation or advance where the person making the solicitation or advance is in accordance with a position to confer, grant or deny a benefit or advancement to the Universityworker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome; (c) Sexual violence means any sexual act or act targeting a person’s Access to Information sexuality, gender identity or gender expression, whether the act is physical or psychological in nature, that is committed, threatened or attempted against a person without the person’s consent, and Privacy Policyincludes sexual assault, as amended from time to timesexual harassment, stalking, indecent exposure, voyeurism and sexual exploitation. (a) On receipt of a complaint of sexual and/or gender harassment, the Freedom Employer will advise any involved employee of Information their right to Union representation at any stage of the complaint. The Employer will follow university policies and Protection of Privacy Act procedures to address the complaint. (FIPPAb) and If an employee, supported by the Union, chooses not to pursue a complaint through Carleton University’s Sexual Violence Policy and instead seeks an informal resolution with the respondent, the Employer (through Human Resources) will, where appropriate)possible, as amended from time to timefacilitate this process in cooperation with the Union.

Complaint Process. (a) The Employer and the Union agree that all Employees employees of the University are responsible for adhering to adhere to the University’s policies on human rights, rights as well as those on the prevention of workplace violence, workplace harassment, sexual violence, violence and sexual harassment. (b) Any complaint of harassment may also be grieved using the procedures set out in Article 10 of the Collective Agreement. Grievances will be held in abeyance until such time as the process initiated by the Employee employee in the appropriate policy has been completed. (c) Where the respondent to the complaint is the person who would normally deal with any of the steps of the grievance, the respondent will be recused from the grievance process, and the grievance shall automatically be sent forward to the next step. (d) A copy of the following documents shall be retained on the University website; in Human Resources; the Office of the ▇▇▇▇ of Graduate and Postdoctoral Affairs; and the Union Office: • Carleton University’s Human Rights Policies and Procedures (including such Discrimination and Harassment Policies as the Sexual Harassment Prevention Policy at Part IV s.4); • ▇▇▇▇▇▇▇▇’▇ Workplace Harassment Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Workplace Harassment Prevention Program; • Carleton’s Workplace Violence Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Workplace Violence Prevention Program; • Carleton’s Environmental Health and Safety Policy; • ▇▇▇▇▇▇▇▇’▇ Sexual Violence Policy. Policy The Employer will ensure that the above documents are electronically provided to the UnionUnion office. (ea) All matters arising from this Article will The parties formally recognize their obligations under the Ontario Occupational Health and Safety Act and Ministry of Training, Colleges and Universities Act, in particular with relation to the prevention of sexual violence and sexual harassment in the workplace. (b) Workplace sexual harassment is defined as i. engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be administered known to be unwelcome, or ii. making a sexual solicitation or advance where the person making the solicitation or advance is in accordance with a position to confer, grant or deny a benefit or advancement to the Universityworker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome; (c) Sexual violence means any sexual act or act targeting a person’s Access to Information sexuality, gender identity or gender expression, whether the act is physical or psychological in nature, that is committed, threatened or attempted against a person without the person’s consent, and Privacy Policyincludes sexual assault, as amended from time to timesexual harassment, stalking, indecent exposure, voyeurism and sexual exploitation. (a) On receipt of a complaint of sexual and/or gender harassment, the Freedom Employer will advise any involved employee of Information their right to Union representation at any stage of the complaint. The Employer will follow University Policies and Protection of Privacy Act Procedures to address the complaint. (FIPPAb) and If an employee, supported by the Union, chooses not to pursue a complaint through Carleton University’s Sexual Violence Policy and instead seeks an informal resolution with the respondent, the Employer (through Human Resources) will, where appropriate)possible, as amended from time to timefacilitate this process in cooperation with the Union.

Complaint Process. (a) The Employer and the Union agree that all Employees employees of the University are responsible for adhering to adhere to the University’s policies on human rights, rights as well as those on the prevention of workplace violence, workplace harassment, workplace/sexual violence, violence and workplace/sexual harassment. (b) Any complaint of harassment may also be grieved using the procedures set out in Article 10 13 of the Collective Agreement. Grievances will be held in abeyance until such time as the process initiated by the Employee in the appropriate policy has been completedagreement. (c) Where the respondent to the complaint is the person who would normally deal with any of the steps of the grievance, the respondent will be recused from the grievance process, and the grievance shall automatically be sent forward to the next step. (d) A copy of the following documents shall be retained on the University website; in Human Resources; and in the Union Office: •  Carleton University’s Human Rights Policies and Procedures (including such Discrimination and Harassment Policies as the Sexual Harassment Prevention Policy at Part IV s.4); • ▇▇▇▇▇▇▇▇’▇  Carleton’s Workplace Harassment Prevention Policy; • ▇▇▇▇▇▇▇▇’▇  Carleton’s Workplace Harassment Prevention Program; •  Carleton’s Workplace Violence Prevention Policy; • ▇▇▇▇▇▇▇▇’▇  Carleton’s Workplace Violence Prevention Program; •  Carleton’s Environmental Health and Safety Policy; • ▇▇▇▇▇▇▇▇’▇  Carleton’s Sexual Violence Policy. . (e) The Employer will ensure that the above documents are provided electronically provided to the UnionUnion Office. (ef) All matters arising from this Article will be administered in accordance with the University’s Sexual Violence Policy, as amended from time to time; the University’s Access to Information and Privacy Policy, as amended from time to time, and the Freedom of Information and Protection of Privacy Act (FIPPA). (a) and If an employee, supported by the Union, chooses not to pursue a complaint through Carleton University’s Sexual Violence Policy and instead seeks an informal resolution with the respondent, the Employer will, where possible, facilitate this process in cooperation with the Union. The parties agree that some circumstances involving allegations of discrimination or harassment warrant separation of the complainant and alleged harasser. The complainant may request such a separation in accordance with the appropriate policy listed in Article 9.7 (where appropriated). (b) Employees are entitled to Domestic or Sexual Violence Leave in accordance with the Employment Standards Act, 2000, S.O. 2000, c.41 as amended from time to time. Such leaves will be granted without regard to the statutory 13-week service requirement.

Complaint Process. (a) The Employer and the Union agree that all Employees employees of the University are responsible for adhering to adhere to the University’s policies on human rights, rights as well as those on the prevention of workplace violence, workplace harassment, workplace/sexual violence, violence and workplace/sexual harassment. (b) Any complaint of harassment may also be grieved using the procedures set out in Article 10 13 of the Collective Agreement. Grievances will be held in abeyance until such time as the process initiated by the Employee in the appropriate policy has been completedagreement. (c) Where the respondent to the complaint is the person who would normally deal with any of the steps of the grievance, the respondent will be recused from the grievance process, and the grievance shall automatically be sent forward to the next step. (d) A copy of the following documents shall be retained on the University website; in Human Resources; and in the Union Office: • Carleton University’s Human Rights Policies and Procedures (including such Discrimination and Harassment Policies as the Sexual Harassment Prevention Policy at Part IV s.4); • ▇▇▇▇▇▇▇▇’▇ Workplace Harassment Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Workplace Harassment Prevention Program; • Carleton’s Workplace Violence Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ Workplace Violence Prevention Program; • Carleton’s Environmental Health and Safety Policy; • ▇▇▇▇▇▇▇▇’▇ Sexual Violence Policy. . (e) The Employer will ensure that the above documents are provided electronically provided to the UnionUnion Office. (ef) All matters arising from this Article will be administered in accordance with the University’s Sexual Violence Policy, as amended from time to time; the University’s Access to Information and Privacy Policy, as amended from time to time, and the Freedom of Information and Protection of Privacy Act (FIPPA). (a) and If an employee, supported by the Union, chooses not to pursue a complaint through Carleton University’s Sexual Violence Policy and instead seeks an informal resolution with the respondent, the Employer will, where possible, facilitate this process in cooperation with the Union. The parties agree that some circumstances involving allegations of discrimination or harassment warrant separation of the complainant and alleged harasser. The complainant may request such a separation in accordance with the appropriate policy listed in Article 9.7 (where appropriated). (b) Employees are entitled to Domestic or Sexual Violence Leave in accordance with the Employment Standards Act, 2000, S.O. 2000, c.41 as amended from time to time. Such leaves will be granted without regard to the statutory 13-week service requirement.

Complaint Process. (a) The Employer and the Union agree that all Employees employees of the University are responsible for adhering to adhere to the University’s policies on human rights, rights as well as those on the prevention of workplace violence, workplace harassment, sexual violence, violence and sexual harassment. (b) Any complaint of harassment may also be grieved using the procedures set out in Article 10 of the Collective Agreement. Grievances will be held in abeyance until such time as the process initiated by the Employee employee in the appropriate policy has been completed. (c) Where the respondent to the complaint is the person who would normally deal with any of the steps of the grievance, the respondent will be recused from the grievance process, and the grievance shall automatically be sent forward to the next step. (d) A copy of the following documents shall be retained on the University website; in Human Resources; the Office of the ▇▇▇▇ of Graduate and Postdoctoral Affairs; and the Union Office: • ▪ Carleton University’s Human Rights Policies and Procedures (including such Discrimination and Harassment Policies as the Sexual Harassment Prevention Policy at Part IV s.4); • ▇▇▇▇▇▇▇▇’▇ ▪ Carleton’s Workplace Harassment Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ ▪ Carleton’s Workplace Harassment Prevention Program; • ▪ Carleton’s Workplace Violence Prevention Policy; • ▇▇▇▇▇▇▇▇’▇ ▪ Carleton’s Workplace Violence Prevention Program; • ▪ Carleton’s Environmental Health and Safety Policy; • ▇▇▇▇▇▇▇▇’▇ ▪ Carleton’s Sexual Violence Policy. Policy The Employer will ensure that the above documents are electronically provided to the UnionUnion office. (ea) All matters arising from this Article will The parties formally recognize their obligations under the Ontario Occupational Health and Safety Act and Ministry of Training, Colleges and Universities Act, in particular with relation to the prevention of sexual violence and sexual harassment in the workplace. (b) Workplace sexual harassment is defined as i. engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be administered known to be unwelcome, or ii. making a sexual solicitation or advance where the person making the solicitation or advance is in accordance with a position to confer, grant or deny a benefit or advancement to the Universityworker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome; (c) Sexual violence means any sexual act or act targeting a person’s Access to Information sexuality, gender identity or gender expression, whether the act is physical or psychological in nature, that is committed, threatened or attempted against a person without the person’s consent, and Privacy Policyincludes sexual assault, as amended from time to timesexual harassment, stalking, indecent exposure, voyeurism and sexual exploitation. (a) On receipt of a complaint of sexual and/or gender harassment, the Freedom Employer will advise any involved employee of Information their right to Union representation at any stage of the complaint. The Employer will follow University Policies and Protection of Privacy Act Procedures to address the complaint. (FIPPAb) and If an employee, supported by the Union, chooses not to pursue a complaint through Carleton University’s Sexual Violence Policy and instead seeks an informal resolution with the respondent, the Employer (through Human Resources) will, where appropriate)possible, as amended from time to timefacilitate this process in cooperation with the Union.