Common use of Resolution Of The Complaint Clause in Contracts

Resolution Of The Complaint. If a harassment complaint is proven valid, appropriate corrective action will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Human Resources Manager, in consultation with the local Plant Chairperson, will attempt to resolve the conflict in a manner that is agreeable to all parties. Complaint resolutions deemed unsatisfactory may be appealed to the National Employment Equity Co-ordinator or the Company Equity Manager. New evidence provided may result in further investigation by the National Employment Equity Co-ordinator and the Company Equity Manager. Unsatisfactory resolutions after further investigation can be appealed to the Master Employment Equity Committee. No grievance may be filed or pursued on resolutions agreed to by the Master Employment Equity Committee without written concurrence of the Unifor National Office and written confirmation of such concurrence of the Unifor National Office and written confirmation of such concurrence to the Director of Labour Relations and Labour Economics. If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Employee Guide.

Resolution Of The Complaint. If a harassment complaint is proven valid, appropriate corrective action will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Human Resources Personnel Manager, in consultation with the local Plant Chairperson, will attempt to resolve the conflict in a manner that is agreeable to all parties. Complaint resolutions deemed unsatisfactory may be appealed to the National Employment Equity Co-ordinator or the Company Equity Manager. New evidence provided may result in further investigation by the National Employment Equity Co-Co- ordinator and the Company Equity Manager. Unsatisfactory resolutions after further investigation can be appealed to the Master Employment Equity Committee. No grievance may be filed or pursued on resolutions agreed to by the Master Employment Equity Committee without written concurrence of the Unifor CAW National Office and written confirmation of such concurrence of the Unifor CAW National Office and written confirmation of such concurrence to the Director Manager of Labour Relations and Labour Economics. Security.(c05) If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Employee Safety and Conduct Guide. (c02).

Resolution Of The Complaint. If a harassment complaint is proven valid, appropriate corrective action action, will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Local Human Resources Manager, Manager in consultation with the local Plant ChairpersonBargaining Unit President, will attempt to resolve the conflict in a manner that is agreeable to all parties. Complaint resolutions deemed unsatisfactory may be appealed to the National Employment Equity Co-ordinator or the Company Equity Manager. New evidence provided may result in further investigation by the National Employment Equity Co-ordinator and the Company Equity Manager. Unsatisfactory resolutions after further investigation can be appealed to the Master Employment Equity Committee. No grievance may be filed or pursued on resolutions agreed to by the Master Employment Equity Committee without written concurrence of the Unifor National Office Ontario Nurses’ Association Bargaining Agent and written confirmation of such concurrence of the Unifor National Office and written confirmation of such concurrence occurrence to the Director of Labour Relations and Labour Economics. If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Employee Guide.

Resolution Of The Complaint. If a harassment complaint is proven valid, appropriate corrective action action, will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Human Resources Personnel Manager, in consultation with the local Plant Chairperson, will attempt to resolve the conflict in a manner that is agreeable to all parties. Complaint resolutions deemed unsatisfactory may be appealed to the National Employment Equity Co-ordinator or the Company Equity Manager. New evidence provided may result in further investigation by the National Employment Equity Co-ordinator and the Company Equity Manager. Unsatisfactory resolutions after further investigation can be appealed to the Master Employment Equity Committee. No grievance may my be filed or pursued on resolutions agreed to by the Master Employment Equity Committee without written concurrence of the Unifor National Office and written confirmation of such concurrence of the Unifor CAW National Office and written confirmation of such concurrence to the Director Manager of Labour Relations and Labour EconomicsSecurity. If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Employee Safety and Conduct Guide.

Resolution Of The Complaint. If a harassment complaint is proven valid, appropriate corrective action action, will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Human Resources Personnel Manager, in consultation with the local Plant Chairperson, will attempt to resolve the conflict in a manner that is agreeable to all parties. Complaint resolutions deemed unsatisfactory may be appealed to the National Employment Equity Co-ordinator or the Company Equity Manager. New evidence provided may result in further investigation by the National Employment Equity Co-ordinator and the Company Equity Manager. Unsatisfactory resolutions after further investigation can be appealed to the Master Employment Equity Committee. No grievance may be filed or pursued on resolutions agreed to by the Master Employment Equity Committee without written concurrence of the Unifor National Office and written confirmation of such concurrence of the Unifor CAW National Office and written confirmation of such concurrence to the Director Manager of Labour Relations and Labour EconomicsSecurity. If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Employee Safety and Conduct Guide.

Resolution Of The Complaint. If a harassment complaint is proven valid, appropriate corrective action action, will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Human Resources Manager, in consultation with the local Plant Chairperson, will attempt to resolve the conflict in a manner that is agreeable to all parties. Complaint resolutions deemed unsatisfactory may be appealed to the National Employment Equity Co-ordinator or the Company Equity Manager. New evidence provided may result in further investigation by the National Employment Equity Co-ordinator and the Company Equity equity Manager. Unsatisfactory resolutions after further investigation can be appealed to the Master Employment Equity Committee. No grievance may my be filed or pursued on resolutions agreed to by the Master Employment Equity Committee without written concurrence of the Unifor National Office and written confirmation of such concurrence of the Unifor CAW National Office and written confirmation of such concurrence to the Director of Labour Relations and Labour Economics. If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Employee Guide.

Resolution Of The Complaint. If a harassment complaint is proven valid, appropriate corrective action action, will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Local Human Resources Manager, Manager in consultation with the local Plant ChairpersonBargaining Unit President, will attempt to resolve the conflict in a manner that is agreeable to all parties. Complaint resolutions deemed unsatisfactory may be appealed to the National Employment Equity Co-ordinator or the Company Equity Manager. New evidence provided may result in further investigation by the National Employment Equity Co-ordinator and the Company Equity Manager. Unsatisfactory resolutions after further investigation can be appealed to the Master Employment Equity Committee. No grievance may be filed or pursued on resolutions agreed to by the Master Employment Equity Committee without written concurrence of the Unifor CAW National Office and written confirmation of such concurrence of the Unifor National Office and written confirmation of such concurrence occurrence to the Director of Labour Relations and Labour Economics. If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Employee Guide.

Resolution Of The Complaint. If a harassment complaint is proven valid, appropriate corrective action action, will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Human Resources Manager, in consultation with the local Plant Chairperson, will attempt to resolve the conflict in a manner that is agreeable to all parties. Complaint resolutions deemed unsatisfactory may be appealed to the National Employment Equity Co-ordinator or the Company Equity Manager. New evidence provided may result in further investigation by the National Employment Equity Co-ordinator and the Company Equity equity Manager. Unsatisfactory resolutions after further investigation can be appealed to the Master Employment Equity Committee. No grievance may my be filed or pursued on resolutions agreed to by the Master Employment Equity Committee without written concurrence of the Unifor National Office and written confirmation of such concurrence of the Unifor National Office and written confirmation of such concurrence to the Director of Labour Relations and Labour Economics. If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Employee Guide.

Resolution Of The Complaint. If a harassment complaint is proven valid, appropriate corrective action will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Human Resources Security Manager, in consultation with the local Plant Chairperson, will attempt to resolve the conflict in a manner that is agreeable to all parties. Complaint resolutions deemed unsatisfactory may be appealed to the National Employment Equity Co-ordinator 8 Coordinator or the Company Equity Manager. New evidence provided may result in further investigation by the National Employment Equity Co-ordinator Coordinator and the Company Equity Manager. Unsatisfactory resolutions after further investigation can be appealed to the Master Employment Equity Committee. No grievance may be filed or pursued on resolutions agreed to by the Master Employment Equity Committee without written concurrence of the Unifor CAW National Office and written confirmation of such concurrence of the Unifor CAW National Office and written confirmation of such concurrence to the Director of Labour Relations and Labour Economics. (c05) If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Employee Guide. (c02).

Resolution Of The Complaint. If a harassment complaint is proven valid, appropriate corrective action action, will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Human Resources Manager, Manager responsible for Medical Services in consultation with the local Plant ChairpersonBargaining Unit President, will attempt to resolve the conflict in a manner that is agreeable to all parties. Complaint resolutions deemed unsatisfactory may be appealed to the National Employment Equity Co-Co- ordinator or the Company Equity Manager. New evidence provided may result in further investigation by the National Employment Equity Co-ordinator and the Company Equity Manager. Unsatisfactory resolutions after further investigation can be appealed to the Master Employment Equity Committee. No grievance may be filed or pursued on resolutions agreed to by the Master Employment Equity Committee without written concurrence of the Unifor CAW National Office and written confirmation of such concurrence of the Unifor National Office and written confirmation of such concurrence occurrence to the Director Manager of Labour Relations and Labour EconomicsSecurity. If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Employee Safety and Conduct Guide.