Harassment Grievances Sample Clauses

Harassment Grievances. 4.03.1 An employee who alleges they have been subject to discrimination or harassment, or who has been assaulted, may submit a grievance under this Article. All grievances alleging a violation of Articles 4.01 and/or 4.02 shall be submitted in writing to President and the Recording Secretary within six (6) months of the alleged incident(s). The parties agree that the Griever may include allegations regarding incidents that occurred more than 6 months prior to the filing of the grievance if the earlier incidents form part of a pattern of continuing harassing conduct.
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Harassment Grievances. 4.03.1 An employee who alleges s/he has been subject to discrimination or harassed may submit a grievance under the grievance procedure. All grievances filed alleging a violation of Articles 4.01 and 4.02 shall be submitted in writing, copied to Local 1281’s Chief Xxxxxxx or President within twenty (20) working days of the alleged incident(s). The parties agree that the grievor may rely on incidents which occur more than twenty (20) working days prior to the filing of the grievance if the earlier incidents form part of a pattern of harassing conduct.
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Harassment Grievances. An Employee who alleges they have been subject to harassment and/or discrimination may submit a grievance under this Article. All grievances shall be submitted in writing within thirty (30) Work Days of the alleged incident(s) by the Union, to the Employer Representative. If the Employer Representative is a party to the grievance then the grievance shall be submitted to the Executive Committee. The Employer may initiate a grievance at Step 2 as per Article 7. The Parties agree that a grievor may rely on incidents that occur more than thirty (30) Work Days prior to the filing of the grievance if the earlier incidents form part of a pattern of harassing conduct. Earlier incidents themselves: shall not constitute harassment if they fall outside of the timelines herein, shall be associated with an alleged incident within the timelines, and shall be included when the grievance is initially filed. Earlier incidents that formed part of harassment grievances that were previously filed by either Party cannot be reintroduced as part of a new grievance.
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Harassment Grievances. (a) An employee who alleges she has been harassed may submit a grievance under the normal grievance procedure. All grievances filed alleging a violation of this Article shall be submitted at Step 3 of the grievance procedure.
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Harassment Grievances. (a) Where the alleged harasser is the person who would normally deal with the first step of such grievances, the grievance will automatically be sent forward to the next step.
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Harassment Grievances. 4.03.1 An Employee who alleges she has been subject to harassment and/or discrimination may submit a grievance under this Article. All grievances shall be submitted in writing within thirty
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Harassment Grievances. An employee who alleges s/he has been subject to discrimination or harassment, or who has been assaulted, may submit a grievance under this Article. All grievance alleging a violation of Articles 4.01 and/or 4.02 shall be submitted in writing to President and the Recording Secretary within six (6) months of the alleged incident(s). The parties agree that the grievor may include allegations regarding incidents which occurred more than 6 months prior to the filing of the grievance if the earlier incidents form part of a pattern of continuing harassing conduct. An employee shall not be entitled to grieve being excluded from participating in CUPE Local 3904 committees and/or caucuses that exclude persons on the basis of gender, sexual preference, race and/or ethnicity. When a grievance under this Article has been filed, the griever may request that contact with the alleged harasser be discontinued during the period of investigation of the grievance. Upon such request, the President shall ensure such separation. The griever shall suffer no penalty or interference in her/his working conditions. In cases where the alleged harasser is a member of the bargaining unit, separation from the grievor pursuant to this clause shall not constitute discipline. Within five working days of receipt of the grievance, the parties will agree to use an external mediator/investigator, with expertise in the area of human rights and harassment cases, to investigate the grievance and make recommendations to the Employer, the cost of which shall be borne by the Employer. The mediator/investigator shall be selected by mutual agreement. If the recommendation of the mediator/investigator is to continue to separate the parties, the Employer shall ensure that the continuation of separation is arranged so that the griever suffers no penalty or interference in her/his employment situation.
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Harassment Grievances. Harassment Grievances will automatically be sent forward to Step 2 as defined in Article 21.
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Related to Harassment Grievances

  • Policy Grievances ‌ Where either party to this agreement disputes the general application, interpretation or alleged violation of an article of this agreement, the dispute shall be discussed initially with the Board of Directors Human Resources Representative (or designate) or the Union within 30 calendar days of the occurrence. Where no satisfactory agreement is reached, either party, within a further 14 calendar days, may submit the dispute to arbitration, as set out in Article 9 of this agreement.

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • 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.

  • Employee Grievances 3.2(a) Grievances on behalf of employees shall be handled as follows:

  • 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.

  • Group Grievances No more than five (5) grievants will be permitted to attend grievance meetings.

  • Grievances Where an Employee alleges that she has been suspended or discharged in violation of Article 23.01, she may within ten (10) days of the date on which she was notified in writing or within twenty (20) days of the date of her discharge or suspension, whichever is later, invoke the grievance procedure including provisions for Arbitration contained in Article 26, and for the purpose of a grievance, alleging violation of Article 23.01 she may lodge her grievance at the final level of the grievance procedure.

  • Harassment Sexual Harassment a. All employees have the right to work without personal harassment or sexual harassment.

  • Employer Grievances Port grievances will be initiated at Step 2.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration.

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