Common use of Harassment Complaints Clause in Contracts

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, ▇▇▇▇▇▇▇, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are she is a member of the Union) have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, ▇▇▇▇▇▇▇, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) 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. (cb) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Executive Director of Caucus, the Union and witnesses. (dc) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (ed) A complainant may try to informally resolve their complaint with the assistance of a supervisorthe employer, manager, shop ▇▇▇▇▇▇▇, union staff representative or investigator/mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) . Until a harassment complaint is resolved, the Employer or Executive Director of Caucus may take interim measures, including separating the complainant and respondent. (ge) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are a member of the Union) have the right to union Union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, ▇▇▇▇▇▇▇, union staff representative Union Representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Alberta Human Rights Code of British ColumbiaAct.

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, ▇▇▇▇▇▇▇, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are she is a member of the Union) have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, ▇▇▇▇▇▇▇, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and the witnesses. (d) The complainant and the respondent (respondent, if they are a member of the Union) , will have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, job ▇▇▇▇▇▇▇, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is will be considered resolved. (f) Until a harassment complaint complainant is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

Harassment Complaints. (a) An employee with an allegation of harassment is called the complainant and the person who they are making a the complaint against is called the respondent. (b) 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 grievedgrieved commencing at Step 3. Such grievances are always suitable for and resolved by expedited arbitration under Clause 10.9, including those that would otherwise be excluded per Clause 10.9 (a). (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, ▇▇▇▇▇▇▇, union staff representative representative, or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, ▇▇▇▇▇▇▇, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Alberta Human Rights Code of British ColumbiaAct.

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union Union, and the witnesses. (d) The complainant and the respondent (respondent, if they are a member of the Union) , will have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, job ▇▇▇▇▇▇▇, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is will be considered resolved. (f) Until a harassment complaint complainant is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are she is a member of the Union) have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, shop ▇▇▇▇▇▇▇, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are the respondent is a member of the Union) have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, shop ▇▇▇▇▇▇▇, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, ▇▇▇▇▇▇▇, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) 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. (c) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (d) The complainant and the respondent (if they are she is a member of the Union) have the right to union representation. (e) A complainant may try to informally resolve their complaint with the assistance of a supervisor, manager, shop ▇▇▇▇▇▇▇, union staff representative or mediator. If the complainant is satisfied with the outcome reached at this point, the complaint is resolved. (f) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (g) A complainant has the right to file a complaint under the BC Human Rights Code of British ColumbiaCode.