Common use of Obligations and Responsibilities Clause in Contracts

Obligations and Responsibilities. The Complainant Employees who feel that they have been subjected to harassment are encouraged to make every reasonable effort to inform the respondent that behaviour is offensive. A meeting in a neutral office will be arranged for the purpose of discussing complaints at the request of the employee. It is the right of every employee who is subjected to harassment to file an internal complaint, without fear of embarrassment or retaliation. Employees have a right to file a complaint with the Canadian Human Commission at any time. However, it must be recognized that the Canadian Human Rights Commission may require that internal procedures be exhausted before the Commission investigates the matter. The complainant must participate in the investigation process and co- operate with those involved. may choose to be accompanied represented during this process by a fellow employee, Union Representative or another person of choosing. The Corporation recognizes the right of the complainant to be kept informed throughout the process, subject to APPENDIX “E a)“ The complainant has the right to discontinue contact with the respondent pending the results of the investigation without incurring any penalty. The complainant has the right to appeal a decision rendered by the appropriate authorities following an investigation. The Respondent It is the responsibility of an employee who has been warned that behaviour is not appropriate to cease this behaviour. (Behaviours are those referred to in the Section ‘DEFINITIONS” of this directive). The respondent has the right to be informed immediately that a complaint has been filed against The respondent has the right to be presented with a written statement of allegations as soon as possible and afforded the opportunity to respond to these allegations. The respondent may speak at any time to a Human Resources Services Advisor or a Union Representative. It is the responsibility of the respondent to reply to the allegations verbally or in writing, as appropriate. The respondent must participate in the investigation process and co- operate with those involved. may choose to be accompanied represented by a fellow employee, Union Representative or another person of choosing during this process. The Corporation recognizes the right of the respondent to be kept informed throughout the process, subject to The respondent has the right to appeal a decision rendered by the appropriate authorities following an investigation. must xxxxxx a positive and productive work environment and must respond to any allegations of harassment that have come to their attention, whether or not there has been a complaint. To that effect, they must make every reasonable effort to prevent and discourage harassment. must treat all harassment complaints seriously and should encourage employees to follow the internal complaint process. Appropriate action must be taken to ensure that all complaints are investigated thoroughly and rapidly. may request the appointment of an investigator to investigate a complaint. APPENDIX "E a)" At the request of a complainant wishing to discontinue contact with the respondent, should make every reasonable effort to make appropriate alternate arrangements or to place the complainant in an alternate position pending the results of an investigation. must participate in the investigation process and co- operate with those involved. In order to ensure equity and fairness throughout the process, must consult with Human Resources Services before recommending disciplinary measures. Failure on the part of the to observe and respect the above provisions could result in the application of disciplinary measures, up to and including dismissal.

Obligations and Responsibilities. The Complainant Employees who feel that they have been subjected to harassment are encouraged to make every reasonable effort to inform the respondent that behaviour is offensive. A meeting in a neutral office will be arranged for the purpose of discussing complaints at the request of the employee. It is the right of every employee who is subjected to harassment to file an internal complaint, without fear of embarrassment or retaliation. Employees have a right to file a complaint with the Canadian Human Rights Commission at any time. However, it must be recognized that the Canadian Human Rights Commission may require that internal procedures be exhausted before the Commission investigates the matter. The complainant must participate in the investigation process and co- operate cooperate with those involved. may choose to be accompanied represented during this process by a fellow employee, Union Representative or another person of choosing. The Corporation recognizes the right of the complainant to be kept informed throughout the process, subject to both the Access to and Privacy Acts. APPENDIX “E a)“ The complainant has the right to discontinue contact with the respondent pending the results of the investigation without incurring any penalty. The complainant has the right to appeal a decision rendered by the appropriate authorities following an investigation. The Respondent It is the responsibility of an employee who has been warned that behaviour is not appropriate to cease this behaviour. (Behaviours are those referred to in the Section ‘"DEFINITIONS” " of this directive). The respondent has the right to be informed immediately that a complaint has been filed against The respondent has the right to be presented with a written statement of allegations as soon as possible and afforded the opportunity to respond to these allegations. The respondent may speak at any time to a Human Resources Services Advisor or a Union Representative. It is the responsibility of the respondent to reply to the allegations verbally or in writing, as appropriate. The respondent must participate in the investigation process and co- operate cooperate with those involved. may choose to be accompanied and/or represented by a fellow employee, Union Representative or another person of choosing during this process. The Corporation recognizes the right of the respondent to be kept informed throughout the process, subject to both the Access Information and Privacy Acts. The respondent has the right to appeal a decision rendered by the appropriate authorities following an investigation. must xxxxxx a positive and productive work environment and must respond to any allegations of harassment that have come to their attention, whether or not there has been a complaint. To that effect, they must make every reasonable effort to prevent and discourage harassment. must treat all harassment complaints seriously and should encourage employees to follow the internal complaint process. Appropriate action must be taken to ensure that all complaints are investigated thoroughly and rapidly. may request the appointment of an investigator to investigate a complaint. APPENDIX "E a)" At the request of a complainant wishing to discontinue contact with the respondent, should make every reasonable effort to make appropriate alternate arrangements or to place the complainant in an alternate position pending the results of an investigation. must participate in the investigation process and co- operate cooperate with those involved. In order to ensure equity and fairness throughout the process, must consult with Human Resources Services before recommending disciplinary measures. Failure on the part of the to observe and respect the above provisions could result in the application of disciplinary measures, up to and including dismissal.

Obligations and Responsibilities. The Complainant Employees who feel that they have been subjected to harassment are encouraged to make every reasonable effort to inform the respondent that behaviour is offensive. A meeting in a neutral office will be arranged for the purpose of discussing complaints at the request of the employee. It is the right of every employee who is subjected to harassment to file an internal complaint, without fear of embarrassment or retaliation. Employees have a right to file a complaint with the Canadian Human Commission at any time. However, it must be recognized that the Canadian Human Rights Commission may require that internal procedures be exhausted before the Commission investigates the matter. The complainant must participate in the investigation process and co- operate with those involved. may xxx choose to be accompanied represented during this process by a fellow employee, Union Representative or another person of choosing. The Corporation recognizes the right of the complainant to be kept informed throughout the process, subject to APPENDIX “E a)“ The complainant has the right to discontinue contact with the respondent pending the results of the investigation without incurring any penalty. The complainant has the right to appeal a decision rendered by the appropriate authorities following an investigation. The Respondent It is the responsibility of an employee who has been warned that behaviour is not appropriate to cease this behaviour. (Behaviours are those referred to in the Section ‘DEFINITIONS” of this directive). The respondent has the right to be informed immediately that a complaint has been filed against The respondent has the right to be presented with a written statement of allegations as soon as possible and afforded the opportunity to respond to these allegations. The respondent may speak at any time to a Human Resources Services Advisor or a Union Representative. It is the responsibility of the respondent to reply to the allegations verbally or in writing, as appropriate. The respondent must participate in the investigation process and co- operate with those involved. may xxx choose to be accompanied represented by a fellow employee, Union Representative or another person of choosing during this process. The Corporation recognizes the right of the respondent to be kept informed throughout the process, subject to The respondent has the right to appeal a decision rendered by the appropriate authorities following an investigation. must xxxxxx a positive and productive work environment and must respond to any allegations of harassment that have come to their attention, whether or not there has been a complaint. To that effect, they must make every reasonable effort to prevent and discourage harassment. must treat all harassment complaints seriously and should encourage employees to follow the internal complaint process. Appropriate action must be taken to ensure that all complaints are investigated thoroughly and rapidly. may request the appointment of an investigator to investigate a complaint. APPENDIX "E a)" At the request of a complainant wishing to discontinue contact with the respondent, should make every reasonable effort to make appropriate alternate arrangements or to place the complainant in an alternate position pending the results of an investigation. must participate in the investigation process and co- operate with those involved. In order to ensure equity and fairness throughout the process, must consult with Human Resources Services before recommending disciplinary measures. Failure on the part of the to observe and respect the above provisions could result in the application of disciplinary measures, up to and including dismissal.

Obligations and Responsibilities. The Complainant Employees who feel that they have been subjected to harassment are encouraged to make every reasonable effort to inform the respondent that behaviour is offensive. A meeting in a neutral office will be arranged for the purpose of discussing complaints at the request of the employee. It is the right of every employee who is subjected to harassment to file an internal complaint, without fear of embarrassment or retaliation. Employees have a right to file a complaint with the Canadian Human Rights Commission at any time. However, it must be recognized that the Canadian Human Rights Commission may require that internal procedures be exhausted before the Commission investigates the matter. The complainant must participate in the investigation process and co- operate cooperate with those involved. may xxx choose to be accompanied represented during this process by a fellow employee, Union Representative or another person of choosing. The Corporation recognizes the right of the complainant to be kept informed throughout the process, subject to both the Access to and Privacy Acts. APPENDIX “E a)“ The complainant has the right to discontinue contact with the respondent pending the results of the investigation without incurring any penalty. The complainant has the right to appeal a decision rendered by the appropriate authorities following an investigation. The Respondent It is the responsibility of an employee who has been warned that behaviour is not appropriate to cease this behaviour. (Behaviours are those referred to in the Section ‘"DEFINITIONS” " of this directive). The respondent has the right to be informed immediately that a complaint has been filed against The respondent has the right to be presented with a written statement of allegations as soon as possible and afforded the opportunity to respond to these allegations. The respondent may speak at any time to a Human Resources Services Advisor or a Union Representative. It is the responsibility of the respondent to reply to the allegations verbally or in writing, as appropriate. The respondent must participate in the investigation process and co- operate cooperate with those involved. may xxx choose to be accompanied and/or represented by a fellow employee, Union Representative or another person of choosing during this process. The Corporation recognizes the right of the respondent to be kept informed throughout the process, subject to both the Access Information and Privacy Acts. The respondent has the right to appeal a decision rendered by the appropriate authorities following an investigation. must xxxxxx a positive and productive work environment and must respond to any allegations of harassment that have come to their attention, whether or not there has been a complaint. To that effect, they must make every reasonable effort to prevent and discourage harassment. must treat all harassment complaints seriously and should encourage employees to follow the internal complaint process. Appropriate action must be taken to ensure that all complaints are investigated thoroughly and rapidly. may request the appointment of an investigator to investigate a complaint. APPENDIX "E a)" At the request of a complainant wishing to discontinue contact with the respondent, should make every reasonable effort to make appropriate alternate arrangements or to place the complainant in an alternate position pending the results of an investigation. must participate in the investigation process and co- operate cooperate with those involved. In order to ensure equity and fairness throughout the process, must consult with Human Resources Services before recommending disciplinary measures. Failure on the part of the to observe and respect the above provisions could result in the application of disciplinary measures, up to and including dismissal.

Obligations and Responsibilities. The Complainant Employees who feel that they have been subjected to harassment are encouraged to make every reasonable effort to inform the respondent that behaviour is offensive. A meeting in a neutral office will be arranged for the purpose of discussing complaints at the request of the employee. It is the right of every employee who is subjected to harassment to file an internal complaint, without fear of embarrassment or retaliation. Employees have a right to file a complaint with the Canadian Human Rights Commission at any time. However, it must be recognized that the Canadian Human Rights Commission may require that internal procedures be exhausted before the Commission investigates the matter. The complainant must participate in the investigation process and co- operate cooperate with those involved. may choose to be accompanied and/or represented during this process by a fellow employee, Union Representative or another person of choosing. The Corporation recognizes the right of the complainant to be kept informed throughout the process, subject to APPENDIX “E a)“ The complainant has the right to discontinue contact with the respondent pending the results of the investigation without investigationwithout incurring any penalty. The complainant has the right to appeal a decision rendered by the appropriate authorities following an investigation. The Respondent It is the responsibility of an employee who has been warned that behaviour is not appropriate to cease this behaviour. (Behaviours are those referred to in the Section ‘"DEFINITIONS” " of this directive). The respondent has the right to be informed immediately that a complaint has been filed against The respondent has the right to be presented with a written statement of allegations as soon as possible and afforded the opportunity to respond to these allegations. The respondent may speak at any time to a Human Resources Services Advisor or a Union Representative. It is the responsibility of the respondent to reply to the allegations verbally or in writing, as appropriate. The respondent must participate in the investigation process and co- operate cooperate with those involved. may xxx choose to be accompanied represented by a fellow employee, Union Representative or another person of choosing during this process. The Corporation recognizes the right of the respondent to be kept informed throughout the process, subject to The respondent has the right to appeal a decision rendered by the appropriate authorities following an investigation. must xxxxxx a positive and productive work environment and must respond to any allegations of harassment that have come to their attention, whether or not there has been a complaint. To that effect, they must make every reasonable effort to prevent and discourage harassment. must treat all harassment complaints seriously and should encourage employees to follow the internal complaint process. Appropriate action must be taken to ensure that all complaints are investigated thoroughly and rapidly. may request the appointment of an investigator to investigate a complaint. APPENDIX "E a)" At the request of a complainant wishing to discontinue contact with the respondent, should make every reasonable effort to make appropriate alternate arrangements or to place the complainant in an alternate position pending the results of an investigation. must participate in the investigation process and co- operate cooperate with those involved. In order to ensure equity and fairness throughout the process, must consult with Human Resources Services before recommending disciplinary measures. Failure on the part of the to observe and respect the above provisions could result in the application of disciplinary measures, up to and including dismissal.

Obligations and Responsibilities. The Complainant Employees who feel that they have been subjected to harassment are encouraged to make every reasonable effort to inform the respondent that behaviour is offensive. A meeting in a neutral office will be arranged for the purpose of discussing complaints at the request of the employee. It is the right of every employee who is subjected to harassment to file an internal complaint, without fear of embarrassment or retaliation. Employees have a right to file a complaint with the Canadian Human Rights Commission at any time. However, it must be recognized that the Canadian Human Rights Commission may require that internal procedures be exhausted before the Commission investigates the matter. The complainant must participate in the investigation process and co- operate with those involved. may choose choose. to be accompanied and/or represented during this process by a fellow employee, Union Representative or another person of choosing. The Corporation recognizes the right of the complainant to be kept informed throughout the process, subject to APPENDIX “"E a)“ " The complainant has the right to discontinue contact with the respondent pending the results of the investigation without incurring any penalty. The complainant has the right to appeal a decision rendered by the appropriate authorities following an investigation. The Respondent It is the responsibility of an employee who has been warned that behaviour is not appropriate to cease this behaviour. (Behaviours are those referred to referredto in the Section ‘'DEFINITIONS” " of this directive). The respondent has the right to be informed immediately that a complaint has been filed against The respondent has the right to be presented with a written statement of allegations as soon as possible and afforded the opportunity to respond to these allegations. The respondent may speak at any time to a Human Resources Services Advisor or a Union Representative. It is the responsibility of the respondent to reply to the allegations verbally or in writing, as appropriate. The respondent must participate in the investigation process and co- operate with those involved. may choose to be accompanied and/or represented by a fellow employee, Union Representative or another person of choosing during this process. The Corporation recognizes the right of the respondent to be kept informed throughout the process, subject to The respondent has the right to appeal a decision rendered by the appropriate authorities following an investigation. must xxxxxx a positive and productive work environment and must respond to any allegations of harassment that have come to their attention, whether or not there has been a complaint. To that effect, they must make every reasonable effort to prevent and discourage harassment. must treat all harassment complaints seriously and should encourage employees to follow the internal complaint process. Appropriate action must be taken to ensure that all complaints are investigated thoroughly and rapidly. may request the appointment of an investigator to investigate a complaint. APPENDIX "E a)" At the request of a complainant wishing to discontinue contact with the respondent, should make every reasonable effort to make appropriate alternate arrangements or to place the complainant in an alternate position pending the results of an investigation. must participate in the investigation process and co- operate with those involved. In order to ensure equity and fairness throughout the process, must consult with Human Resources Services before recommending disciplinary measures. Failure on the part of the to observe and respect the above provisions could result in the application of disciplinary measures, up to and including dismissal.