Common use of Harassment Complaints Clause in Contracts

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. (b) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (c) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (d) 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. (e) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (f) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (c) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (d) 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. (e) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (f) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (c) The complainant and the respondent (if they are she is a member of the Union) have the right to union representation. (d) 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. (e) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (f) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (c) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (d) 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 as this point, the complaint is resolved. (e) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (f) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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

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. (b) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (c) The complainant and the respondent (if they are he/she is a member of the Unionunion) have the right to union representation. (d) 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. (e) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (f) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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

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. (b) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (c) The complainant and the respondent (if they are a member of the Unionunion) have the right to union representation. (d) 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. (e) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (f) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.

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. (b) All complaints will be kept confidential by the complainant, the respondent, the Employer, the Union and witnesses. (c) The complainant and the respondent (if they are a member of the Union) have the right to union representation. (d) 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. (e) Until a harassment complaint is resolved, the Employer may take interim measures, including separating the complainant and respondent. (f) A complainant has the right to file a complaint under the Human Rights Code of British Columbia.