RIGHTS OF ANY PERSON ACCUSED OF WORKPLACE BULLYING Sample Clauses

RIGHTS OF ANY PERSON ACCUSED OF WORKPLACE BULLYING. All employees have the right to be entitled to “natural justice”. Natural justice must be observed in all dealings with employees accused of workplace bullying. Therefore the following must be considered to ensure that all relevant employees involved in the investigation of complaints are afforded natural justice: • The right to be fully informed of the complaint. This includes being told the name of the person making the complaint. • The right to reply in full to the complaint. • The right to be considered innocent until proved guilty. • The right to representation by a person of his or her choice. • The right to have information about the complaint restricted to those who are directly involved, where appropriate. • The right to be given the benefit of any reasonable doubt. • The right to have all mention of the matter removed from relevant personal records if the case is not proved. • The right to be informed of any rights of appeal that may exist against any decision made on the matter. • The contents, including rights and obligations, contained in relevant policies, procedures and legislation relevant to the matter to be brought to the attention of the person against whom the complaint is made, at the beginning of the proceedings. • The right to have the matter investigated in a timely manner, without delay, • The right to remain in their workplace if the complaint is found to be without substance. • The right to appropriate support being provided by the Department. • The right to have some recourse in the case of malicious or false accusations, e.g. the Chief Executive is advised of the malicious or false accusation and takes appropriate actions, which may include disciplinary action.
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Related to RIGHTS OF ANY PERSON ACCUSED OF WORKPLACE BULLYING

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  • Intellectual Property Rights and Confidentiality 3.1 Party A shall have exclusive and proprietary rights and interests in all rights, ownership, interests and intellectual properties arising out of or created during the performance of this Agreement, including but not limited to copyrights, patents, patent applications, software, technical secrets, trade secrets and others. Party B shall execute all appropriate documents, take all appropriate actions, submit all filings and/or applications, render all appropriate assistance and otherwise conduct whatever is necessary as deemed by Party A in its sole discretion for the purposes of vesting any ownership, right or interest of any such intellectual property rights in Party A, and/or perfecting the protections for any such intellectual property rights in Party A.

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  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

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