Common use of Informal Complaint Resolution Process Clause in Contracts

Informal Complaint Resolution Process. Filing a Complaint If an employee believes that she/he has been bullied and harassed on the basis of any of the grounds noted above, the employee should: • Tell the alleged harasser(s) to stop, if possible; • Document the event(s), complete with the time, date, location, names of witnesses and details of the event(s) if possible; • If the complainant does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the complainant should contact the designated Union or CMBC representative and/or the CMBC confidential harassment telephone line. The Union Representative for all cases of harassment will be the Human Rights Representative or Women’s Advocate or designated full time Officer of the Local Union or their designate.

Informal Complaint Resolution Process. (i) Filing a Complaint If an employee believes that she/he has they have been bullied and or harassed on the basis of any of the grounds noted above, the employee should: •  Tell the alleged harasser(s) to stop, if possible; •  Document the event(s), complete with the time, date, location, names of witnesses and details of the event(s) if possible; •  If the complainant does not feel able to approach the alleged harasser(s) directly, or if, after being told to stop, the alleged harasser continues, the complainant should contact the designated Union or CMBC representative and/or the CMBC confidential harassment telephone line. The Union Representative for all cases of harassment will be the Human Rights Representative or Women’s Advocate or designated full time Officer of the Local Union or their designate.