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. 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:
(a) where the complaint pertains to the conduct of an employee within the Association’s bargaining unit it shall be referred to Xxxx Xxxxxx or Xxx Xxxxxxxx (Complaints Investigators); or
(b) where the complaint pertains to the conduct of a person not in the Association’s bargaining unit it shall be referred to Xxxx Xxxxxxx or Xxx Xxxxxxxx. When a complaint is received under either (a) or (b) above, the appropriate Complaint Investigator shall,
(i) investigate the complaint;
(ii) determine the nature of the complaint; and
(iii) make written recommendations to resolve the 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.
b) The Employer, the employees and the Union agree that where there is a complaint under clauses 1.01, 1.02 or 1.03 that could be adequately remedied in a single forum, no multiple forum complaints shall be filed.
c) All persons involved with the complaint shall hold all aspects of the complaint and all related information in the strictest confidence.
d) Both the complainant and the alleged harasser shall be entitled to Union representation if they are members of the bargaining unit.
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:
(a) where the complaint pertains to the conduct of an employee within the Association’s bargaining unit it shall be referred to Xx. X. Mohammed (Complaints Investigator); or
(b) where the complaint pertains to the conduct of a person not in the Association’s bargaining unit it shall be referred to Xx. X.
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:
(1) investigate the complaint;
(2) determine the nature of the complaint; and
(3) make written recommendations to resolve the complaint. Should a complaint not be resolved through the complaints investigation, it may be referred to arbitration pursuant to Article 9 of this Agreement.
Complaints Investigation. An Employee who complains of harassment as defined in Article 1.02 (b) above may refer the complaint to either one or other of the following processes:
a) where the complaint pertains to the conduct of an Employee within the H.E.U. Bargaining Unit, it shall be referred to Xx. Xxxxxxx; Xx. X. Jansen; or Xx. X. Henderson (Complaints Investigator).
b) where the complaint pertains to the conduct of a person not in the H.E.U. Bargaining Unit, it shall be referred to a mutually agreed investigator. When a complaint is received under either (a) or (b) above, the appropriate Complaint Investigator shall:
i) investigate the complaint;
ii) determine the nature of the complaint; and
iii) make written recommendations to resolve the complaint.
c) All persons involved with the complaint shall hold all aspects of the complaint and all related information in the strictest confidence.
d) Both the complainant and the alleged harasser shall be entitled to Union representation if they are members of the bargaining unit.
Complaints Investigation. An employee who complains of harassment under the provisions of the Article 37.01 may refer the complaint to either one or the other of the following processes:
A) Where the complaint pertains to the conduct of an employee within the BCNU bargaining unit. or
B) Where the complaint pertains to a person outside of the BCNU bargaining unit, the Union and Employer will appoint a mutually agreed third party Compliant Investigator. When a complaint is received under (A) or (B) above the Complaint Investigator shall, i) investigate the complaint ii) determine the nature of the complaint iii) make written recommendations to resolve the 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:
(a) where the complaint pertains to the conduct of an employee within the Union’s bargaining unit it shall be referred to: X.
Complaints Investigation. (a) The employee who complains of harassment may file a grievance or human rights complaint.
(b) The employer, the employees and the Union agree that where there is a complaint that could be adequately remedied in a single forum, no multiple forum complaints shall be filed.
(c) All persons involved with the complaint shall hold all aspects of the complaint and all related information in the strictest confidence.
(d) Both the complainant and the alleged harasser shall be entitled to Union representation if they are members of the bargaining unit.
