Complaints Investigation Sample Clauses

Complaints Investigation. An employee who complains of harassment under the provisions of the Human Rights Code of British Columbia may refer the complaint to either one or other of the following processes:
Complaints Investigation. The employee who complains of harassment under the provisions of the Human Rights Code must first comply with the Employer’s harassment policy procedures before filing a grievance or human rights complaint.
Complaints Investigation. (a) The employee who complains of harassment under the provisions of the Human Rights Code may file a grievance or human rights complaint.
Complaints Investigation. By mutual agreement between the employee, the Employer and the Union, a complaint of harassment under the Human Rights Act of Canada may be referred to a Complaints Investigator agreed to by the parties. When a complaint is received the Complaint Investigator shall:
Complaints Investigation. Employees who complain of harassment under the provisions of the Human Rights Code shall be encouraged, but not required, to first comply with the Employer’s harassment policy procedures before filing a grievance or human rights complaint.
Complaints Investigation. An employee who complains of harassment may refer the complaint to either one or other of the following processes:
Complaints Investigation. The complaint will be referred as follows:
Complaints Investigation. (a) All persons involved in the handling of a discrimination or harassment complaint shall hold in the strictest confidence all information of which they become aware; however, it is recognized that designated officials representing either party to this agreement will be made aware of all or part of the investigation on a "need to know" basis.
Complaints Investigation. Incidents or complaints should be reported as soon as possible after the occurrence or event giving rise to the incident or complaint. An employee with an allegation involving harassment or bullying should file a complaint with the Employer and shop xxxxxxx or Union Representative. The Employer shall investigate the allegations within 30 days of the initiation of the complaint. The Employer shall notify the Union upon conclusion of the investigation whether or not the allegations were substantiated, and indicate that action if any, they intend to take. The Union and the Employer agree that timelines for the purposes of the grievance procedure will be held in abeyance until the conclusion of the 30-day investigation. At the conclusion of the investigation any grievance filed shall commence at Step Three (3) of the grievance procedure. The Parties agree that all complaints of harassment or bullying will be thoroughly investigated. Any substantiated case may be cause for discipline, up to and including termination. The employee may request union representation at any point in the investigation process. Complaints or investigations under this Article shall be conducted in strict confidence by all Parties involved. Copies of all relevant documents and materials relevant to an investigation shall be provided to the Union upon written request of the Union after the conclusion of the investigation. Nothing in this Article limits an employee’s right to take a complaint to the British Columbia Human Rights Tribunal or to WorkSafe BC.