Harassment Complaints Procedure Sample Clauses

Harassment Complaints Procedure. (a) A formal complaint must be submitted in writing within six months of the last alleged occurrence.
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Harassment Complaints Procedure a) Obligation It is the responsibility of the Employer to ensure that complainants and witnesses to harassment are protected from intimidation or repercussions after reporting incidents, including any subsequent investigation.
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Harassment Complaints Procedure a) An employee who believes they have a complaint of harassment and feels unable to resolve the matter directly, may make a formal complaint to their immediate supervisor, or alternatively to the Executive Director or designate to receive such complaints. The employee also may choose to advise their job xxxxxxx of the complaint.
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Harassment Complaints Procedure. (a) An employee who wishes to pursue a concern arising from alleged Harassment may submit a complaint directly in writing, within three months of the latest alleged occurrence, through the Union or directly to the Housing Administrator or her designate. Complaints of this nature shall be treated in strict confidence by the employees involved, the Union and the Employer.
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Harassment Complaints Procedure. (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.
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Harassment Complaints Procedure. ‌ An employee who wishes to pursue a concern arising from alleged Harassment may submit a complaint in writing, within six months of the latest alleged occurrence, through the Union or directly to the Employer or their designate. Complaints of this nature will be treated in strict confidence by the employees involved, the Union and the Employer. When the Employer has received a complaint, she will notify the respondent and the union staff representative of the substance of the complaint in writing within 15 days. The respondent is entitled to attend, participate in, and be represented at any hearing under this clause. If the complainant and/or respondent is a member of the bargaining unit, he/she will be given the option of having union representation present at any meeting held to investigate the complaint. The Employer will investigate the complaint and will submit a report to their designate in writing within 30 days of receipt of the complaint. The Employer's designate will, within 30 days of receipt of the report, give such orders as may be necessary to resolve the issue. Where the complaint is determined to be of a frivolous, vindictive or vexatious nature, the Employer may take appropriate action, which may include discipline. Such action will only be for just cause and may be grieved pursuant to Article 9. Pending determination of the complaint, the Employer or their designate may take interim measures to separate the employees concerned if deemed necessary. In cases where the Harassment requires the transfer of an employee, it will be the harasser who is transferred, except that the employee harassed may be transferred with his/her consent.
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Harassment Complaints Procedure. ‌ A formal complaint must be submitted in writing within six (6) months of the last alleged occurrence. A complaint must be submitted through the Union and/or directly to the General Manager. When the General Manager has received a complaint, they will notify the respondent and the union staff representative of the substance of the complaint in writing within fifteen (15) days. The complaint must contain the specific instance(s) and date(s) that the alleged harassment occurred, the names of any witnesses, an explanation of how the action constitutes a violation of Article 29 (Harassment), and the remedy sought. The employer designate will investigate the complaint and will complete her report in writing within thirty (30) days. The Employer will take action to resolve the complaint within ten (10) days of receiving the investigator's report. The Employer will advise the respondent, the complainant and the Union in writing of the substance of the investigator's report and the resolution of the complaint. If the resolution involves separating employees, reasonable efforts will be made to relocate or reschedule the respondent. The complainant may agree in writing to be transferred or rescheduled. If the resolution involves separating an employee and a respondent who is not an employee, reasonable efforts will be made to remedy the situation. The Employer may take appropriate action, including discipline, against a complainant if the investigation determines that the complaint is frivolous, vindictive or vexatious.
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Harassment Complaints Procedure 
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Related to Harassment Complaints Procedure

  • Harassment Complaint Procedures In the case of a complaint of either personal or sexual harassment, the following shall apply:

  • Complaints Procedure 18.1 If the Client has any cause for complaint in relation to the services provided by the Company, he should file a complaint as per the Company’s Complaint Handling policy which is available on the Company’s website.

  • Anonymous Complaints When an anonymous complaint, where the complaint, if true, would not or could not lead to criminal charges, is made against a member and no corroborative evidence is obtained through a prompt investigation by management, the complaint shall be classified as unfounded. No disciplinary action may be brought as the result of unfounded complaints.

  • Harassment Prevention 38.1 Employees should refer in the first instance to the provisions and procedures specified in the employer’s Harassment Policy. The employee’s attention is also drawn to clause 39 Resolution of Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour.

  • COMPLAINT PROCEDURES CONTRACTOR shall maintain and adhere to its written procedures for responding to parent complaints. These procedures shall include annually notifying and providing parents of LEA pupils with appropriate information (including complaint forms) for the following: (1) Uniform Complaint Procedures pursuant to Title 5 of the California Code of Regulations section 4600 et seq.; (2) Nondiscrimination policy pursuant to Title 5 of the California Code of Regulations section 4960 (a); (3) Sexual Harassment Policy, California Education Code 231.5 (a) (b) (c); (4) Title IX Pupil Grievance Procedure, Title IX 106.8 (a) (d) and 106.9 (a); and (5) Notice of Privacy Practices in compliance with Health Insurance Portability and Accountability Act (HIPPA). CONTRACTOR shall include verification of these procedures to the LEA.

  • Grievances and Complaints 5.1 It is the mutual desire of the parties hereto that grievances and complaints relative to this Agreement or working conditions generally shall be adjusted as quickly as possible.

  • Complaints by Bidders and Handling of Complaints (ix) The Recipient shall implement an effective and independent protest mechanism allowing bidders to protest and to have their protests handled in a timely manner. Fraud and Corruption

  • Client Complaints The Operator and AHS shall promptly inform the other party of any material complaints, concerns or grievances made to or against the Operator with respect to the Services. The Operator acknowledges that AHS is required to establish and maintain a patient concerns resolution process in accordance with the Patient Concerns Resolution Process Regulation (AR 124/2006) and that AHS has been advised by the Office of the Alberta Ombudsman that all contracted service providers are also required to have a patient concerns resolution process in place. The Operator shall comply with the Patient Concerns Resolution Process in Schedule “D”, Appendix 5.

  • Harassment & Discrimination The local parties will determine the appropriate means of promoting an effective and meaningful way of addressing discrimination and harassment issues, which may include, but is not limited to the following: • Reviewing the hospital’s harassment policy and making joint recommendations to the Chief Nursing Officer; • Promoting a harassment free workplace where there is ‘zero tolerance’; • Ensuring that all employees are familiar with the employer’s harassment policy by identifying educational opportunities, including the orientation period for new employees; • Identifying supports and solutions to assist employees to deal with harassment and discrimination issues (i.e. Employee assistance Programs, staff supports); • Development of processes to address the accommodations/ modified work needs for nurses; • Development of assertiveness training programs.

  • Rules of Grievance Processing 1. Time limits of any stage of the grievance procedure may be extended by written mutual agreement of the parties at that step.

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