Common use of FORMAL COMPLAINT PROCESS Clause in Contracts

FORMAL COMPLAINT PROCESS. In the event that an employee files a formal complaint with his or her manager, Human Resources designate or a CAW designate, a formal investigation will be conducted. The investigation will be conducted jointly by a Human Resources designate and a CAW designate in situations where a CAW employee is either a complainant or an alleged harasser. A thorough impartial and confidential investigation of the complaint will normally include, but is not limited to, interviews with the complainant, the accused party, relevant witnesses and a review of any pertinent records. Retaliation or threats against a complainant or witness for taking part in an investigation of a complaint is strictly prohibited and will result in disciplinary action up to and including discharge. All complaints will be handled promptly. The objective is to complete the investigation and communicate the results to the complainant and the accused party within 30 days of receipt of the complaint. Where an employee feels threatened or severe harassment is claimed, the employee may remain in their regular assignment, or be re-assigned to a mutually acceptable area. Upon completion of the investigation, a report will be prepared by the investigator(s), which will include, if appropriate, recommendations regarding corrective action. The Complainant and the accused party will be informed whether the allegation of harassment is verified. If so, the complainant will be advised verbally of the collective action to be taken, provided he/she signs a non- disclosure agreement In addition, the accused party will be informed in writing of the determination and the corrective action to be taken. If the allegation of harassment is unfounded, the complainant and the accused will be so advised in writing. Information gathered during the investigation will be disclosed only for the purpose of conducting the investigation or as compelled by law. Results of the investigation will be maintained in a confidential file located in Human Resources and will not be filed in the accuser’s file unless disciplinary action is taken. Employees, be they the accused harasser or the complainant, who are not satisfied with the investigation/resolution process may bring the matter to the attention of the General Manager of the Company and/or the Secretary-/Treasurer of the CAW.

FORMAL COMPLAINT PROCESS. In the event that an employee files a formal complaint with his or her manager, Human Resources a human resources designate or a CAW designate, a formal investigation will be conducted. The investigation will be conducted jointly by a Human Resources human resources designate and a CAW designate in situations where a CAW employee is either a complainant or an alleged harasser. A thorough thorough, impartial and confidential investigation of the complaint will normally include, but is not limited to, interviews with the complainant, the accused party, relevant witnesses and a review of any pertinent records. Retaliation or threats against a complainant or witness for taking part in an investigation of a complaint is strictly prohibited and will result in disciplinary action up to and including discharge. All complaints will be handled promptly. The objective is to complete the investigation and communicate the results to the complainant and the accused party within 30 days of receipt of the complaint. Where an employee feels threatened or severe harassment is claimed, the employee may remain in their regular assignment, assignment or be re-assigned to a mutually acceptable area. Upon completion of the investigation, a report will be prepared by the investigator(s), ) which will include, if appropriate, recommendations regarding corrective action. The Complainant complainant and the accused party will be informed whether the allegation of harassment is verified. If so, the complainant will be advised verbally of the collective action to be taken, provided he/she signs a non- non disclosure agreement agreement. In addition, the accused party will be informed in writing of the determination and the corrective action to be taken. If the allegation of harassment is unfounded, the complainant and the accused party will be so advised in writing. Information gathered during the investigation will be disclosed only for the purpose of conducting the investigation or as compelled by law. Results of the investigation will be maintained in a confidential file located in Human Resources and will not be filed in the accuseraccused’s file unless disciplinary action is taken. Employees, be they the accused harasser or the complainant, who are not satisfied with the investigation/resolution process may bring the matter to the attention of the General Manager of the Company and/or the Secretary-/Treasurer Secretary-Treasurer of the CAW.