Common use of Investigation Clause in Contracts

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager and the Plant Chairperson. The Plant Chairperson and the Human Resource Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the SupervisorManager/Committeeperson contacted will immediately inform their Union or Company Employer counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager Department and the Plant Branch Chairperson. The Plant Branch Chairperson and the Human Resource Manager Representative will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company Employer and the Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson Committee person contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager and the Plant Chairperson. The Plant Chairperson and the Human Resource Manager will then determine if the complaint requires a special investigative investigation team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson Committee person contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager and the Plant Unit Chairperson. The Plant Unit Chairperson and the Human Resource Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager and the Plant Branch Chairperson. The Plant Branch Chairperson and the Human Resource Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one womanperson of the same gender. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson supervisor, Company official or Union representative contacted will immediately inform their Union or Company counterpart and together they will then interview the employee complainant and advise the employee if them whether the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedureformalized in writing. Properly completed copies of this form the complaint will be forwarded to the Human Resource Resources Manager and the Plant Chairperson. The Plant Chairperson and the Human Resource Resources Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one womanperson of the same gender as the complainant. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson supervisor, Company official or Union representative contacted will immediately inform their Union or Company counterpart and together they will then interview the employee complainant and advise the employee if them immediately whether the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedureformalized in writing. Properly completed copies of this form the complaint will be forwarded to the Human Resource Manager and Resources Manager, the Plant Chairperson. The Plant Chairperson and the Local Union President. The Plant Chairperson, the Local Union President and the Human Resource Resources Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one womanperson of the same gender as the complainant. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager and the Plant Chairperson. The Plant Chairperson and the Human Resource Manager or their designates will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson Committee person contacted will immediately inform their Union or Company counterpart and together they will then interview the employee Employee and advise advice the employee Employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager Company Representative and the Plant Chairperson. The Plant Chairperson and the Human Resource Manager Company Representative will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson supervisor, Company official or Unio n representative contacted will immediately inform their Union or Company counterpart and together they will then interview the employee complainant and advise the employee if them whether the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedureformalized in writing. Properly completed copies of this form the complaint will be forwarded to the Human Resource Manager and Resources Manager, the Plant Chairperson. The Plant Chairperson and the Local Union President. The Plant Chairperson, the Local Union President and the Human Resource Resources Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one womanperson of the same gender as the complainant. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson Committee Person contacted will immediately inform their Union or Company counterpart counterpart. A representative from the Company and together they the Union will then interview the employee and advise the employee Employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Resources Manager and the Plant Chairperson. The Plant Chairperson and the Human Resource Resources Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. The Human Resources Manager or his designate shall represent the Company. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons Persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson Supervisor /Committee person contacted will immediately inform their Union or Company counterpart and together they will then interview the employee Employee and advise advice the employee Employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager Company Representative and the Plant Chairperson. The Plant Chairperson and the Human Resource Manager Company Representative will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative investigation team, if possible, possible will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager Resources and the Plant Union Chairperson. The Plant Union Chairperson and the Human Resource Manager Resources will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson person contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager Resources and the Plant Union Chairperson. The Plant Union Chairperson and the Human Resource Manager Resources will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative represen- tative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative teaminvestigativeteam, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson Committee person contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise advice the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Resources Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Resources Manager and the Plant Chairperson. The Plant Chairperson and the Human Resource Resources Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative Representative appointed by the Company company and Union respectively. In the event of a complaint involving a sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It , it may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Supervisor/ Committeeperson contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager and the Plant Chairperson. The Plant Chairperson and the Human Resource Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on a form developed jointly by the Human Rights Complaint form or processed through another procedureCompany and the Union. Properly completed copies of this form will be forwarded to the Human Resource Resources Manager and the Plant Chairperson. The Plant Chairperson and the Human Resource Resources Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one woman. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson Committee/Union person contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager and the Plant Unit Chairperson. The Plant Union Chairperson and the Human Resource Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative Representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one womanperson of the same gender. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson supervisor, Company offi- cial or Union representative contacted will immediately inform their Union or Company counterpart and together they will then interview the employee complainant and advise them whether the employee if the complaint com- plaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedureformalized in writing. Properly completed copies of this form the complaint will be forwarded to the Human Resource Resources Manager and the Plant Chairperson. The Plant Chairperson and the Human Resource Resources Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative representa- tive appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative inves- tigative team, if possible, will be comprised of at least one womanper- son of the same gender as the complainant. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.

Investigation. Upon receipt of the complaint, the Supervisor/Committeeperson Committee person contacted will immediately inform their Union or Company counterpart and together they will then interview the employee and advise the employee if the complaint can be resolved immediately or if the complaint should be reduced to writing on the Human Rights Complaint form or processed through another procedure. Properly completed copies of this form will be forwarded to the Human Resource Manager and the Plant ChairpersonChief Xxxxxxx. The Plant Chairperson Chief Xxxxxxx and the Human Resource Manager will then determine if the complaint requires a special investigative team comprised of both a Management and Union representative Representative appointed by the Company and Union respectively. In the event of a complaint involving sexual harassment, the investigative team, if possible, will be comprised of at least one womanperson of the same gender. A formal investigation of the complaint will then begin. It may include interviewing the alleged harasser, witnesses and other persons named in the complaint. Any related documents may also be reviewed.