Harassment Complaints. (a) An employee with an allegation of harassment is called the complainant and the person who they are making a complaint against is called the respondent.
Harassment Complaints. (a) A harassment complaint is not a grievance. The complainant must follow this complaint process. However, any action taken by the Employer as a result of the complaint process may be grieved.
Harassment Complaints. An employee with an allegation of harassment is called the complainant and the person who they are making a complaint against is called the respondent. A harassment complaint is not a grievance. The complainant must follow this complaint process. However, any action taken by the Employer as a result of the complaint process may be grieved. All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. The complainant and the respondent (if they are a member of the Union) have the right to union representation. A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, xxxxxxx, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. A complainant has the right to file a complaint under the Human Rights Code of British Columbia.
Harassment Complaints a. Article 2 (Common Agreement) Article 10.04 of this Agreement supplements the Harassment provisions found in Article 2 of the Common Agreement, as per Article 2.3.1, which allows for local informal processes if the parties mutually agree. If there is any inconsistency between Article 10.04 of the Agreement and Article 2 of the Common Agreement, the Common Agreement will prevail to the extent of the inconsistency.
Harassment Complaints a. Article 2 (2014 – 2019 Common Agreement)
Harassment Complaints. 9.5 The Parties agree that harassment is not acceptable under any circumstance and will be dealt with, promptly in the following manner:
Harassment Complaints. A harassment complaint is not a grievance. The complainant must follow this complaint process. All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. The complainant and the respondent (if she is a member of the Union) have the right to union representation. A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, shop xxxxxxx, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent if deemed necessary. A complainant has the right to file a complaint under the Human Rights Code of British Columbia.
Harassment Complaints. Employees may process complaints about harassment through the grievance procedure, subject to the following changes:
Harassment Complaints. Complaints about harassment and other types of complaints relating to NCRA/ANREC events or the association’s managed digital resources must be filed in writing with the NCRA/ANREC’s Equity Officer (xxxxxx@xxxx.xx) and/or the NCRA/ANREC Executive Director (xxxx@xxxx.xx) as per the NCRA/ANREC’s Harassment and Complaints Policy. The complainant may appoint a third party to act on their behalf.
Harassment Complaints. A harassment complaint is not a grievance. The complainant must follow this complaint process. However, any action taken by the Employer as a result of the complaint process may be grieved. All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. The complainant and the respondent (if she is a member of the Union) have the right to union representation. A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, shop xxxxxxx, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. A complainant has the right to file a complaint under the Human Rights Code of British Columbia.
