Harassment Advisors Clause Samples
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Harassment Advisors. The role of the advisors is to assist in assuring that all employees can work in a comfortable working environment, free from harassment. Advisors deal with harassment complaints and inquiries, and provide emotional support. If the complainant wants to initiate a written complaint, the advisor will investigate, and if warranted, file a written report. In addition, the harassment advisors are to assist in increasing awareness of harassment issues, educating staff concerning this policy, implementing this policy, recommending harassment policy revisions, and if required, referral of individuals to an appropriate agency. There will be two (2) harassment advisors. One (1) of the two (2) harassment advisors is a member of the Board of Directors, and is chosen by the Board. The other is a member of the staff, and is chosen by all staff members. Both advisors serve a minimum term of two (2) years. One (1) alternate advisor will be chosen at the same time as the regular advisors to stand-in if any of the advisors are not available (vacation, leave of absence, etc.).
Harassment Advisors. Harassment Advisors are people trained to explain the options available to the Complainant and to recommend a course of action to the Complainant. They have no authority to investigate a complaint or to attempt to mediate a resolution. The listed Harassment Advisors will reflect the diversity of the workforce. The criteria for and selection of Harassment Advisors will be mutually agreed to between the parties. A current list of Harassment Advisors will be maintained on the Intranet.
Harassment Advisors i. To determine whether a harassment complaint may be warranted, faculty members may use the services of a Harassment Advisor.
ii. Harassment Advisors provide confidential consultation to the Complainant regarding the Complainant's options, and provide the Complainant with information and advice regarding
(1) whether the behaviour(s) in question may fall within the definition(s) of Harassment under Article 2 of the Common Agreement;
(2) possible procedures and options available to the Complainant under this provision or under alternate Policy or process (as appropriate); and
(3) possible actions which the Complainant might take to resolve the situation himself or herself. These include but are not limited to addressing the Respondent, seeking the help of the Student Ombudsperson or Faculty Ombudsperson or a union ▇▇▇▇▇▇▇ (as appropriate), and/or seeking Informal Resolution. If the Complainant, after initial consultation, wishes to proceed to a formal complaint of harassment, he or she will be referred to the Associate Vice President, Human Resources, or designate.
iii. The Advisors do not determine whether Harassment occurred, they only confirm that behaviours as described by the Complainant may constitute Harassment under College Policy and/or Collective Agreement language. Only a Formal Investigation can determine whether Harassment has taken place.
iv. The Harassment Advisor will maintain confidentiality of the consultation. However, if the Complainant claims that the Harassment involves violence, the Advisor must report the situation to the Responsible Administrator who must do an investigation under policy A10.01.05 Violence Prevention Involving Employees or A10.