Common use of The Investigation Clause in Contracts

The Investigation. In minor cases, the Union may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Human Resources Manager, or such higher authority as may be appropriate, who will arrange an interview with the complainant as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union and the Company. The investigation team should be comprised of at least one woman, whenever the complaint is sexual in nature. (c05) The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Chairperson of the employee being interviewed may be present with Union members during the interview. Interview timing and location will recognize the need to maintain confidentiality. (c08) The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Director of Labour Relations and Labour Economics.

The Investigation. In minor cases, the Union may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Human Resources Manager, or such higher authority as may be appropriate, who will arrange an interview with the complainant as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union and the Company. The investigation team should be comprised of at least one woman, whenever the complaint is sexual in nature. (c05) The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Chairperson of the employee being interviewed may be present with Union members during the interview. Interview timing and location will recognize the need to maintain confidentiality. (c08) The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Director of Labour Relations Management Employment Equity Representative. The Union Employment Equity Representative shall have access to the file, and Labour Economics.such access shall not be unreasonably denied. (c16)

The Investigation. In minor cases, the Union may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Human Resources Personnel Manager, or such higher authority as may be appropriate, who will arrange an interview with the complainant as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union and the Company. The investigation team should be comprised of at least one woman, whenever the complaint is sexual in nature. (c05nature.(c05) The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Chairperson of the employee being interviewed may will be present with Union members during the interview. Interview timing and location will recognize the need to maintain confidentiality. (c08) The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Director of Labour Relations and Labour EconomicsVice President - Human Resources.

The Investigation. In minor cases, the Union may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Human Resources Security Manager, or such higher authority as may be appropriate, who will arrange an interview with the complainant as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union and the Company. The investigation team should be comprised of at least one woman, whenever the complaint is sexual in nature. (c05) The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Chairperson of the employee being interviewed may be present with Union members during the interview. Interview timing and location will recognize the need to maintain confidentiality. (c08) The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Director of Labour Relations and Labour Economics.

The Investigation. In minor cases, the Union may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Human Resources Personnel Manager, or such higher authority as may be appropriate, who will arrange an interview with the complainant complaint as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union and the Company. The investigation team should team, if possible, will be comprised of at least one woman, whenever the complaint is sexual in nature. (c05) The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Chairperson of the employee being interviewed may will be present with Union members during the interview. Interview timing and location will recognize the need to maintain confidentiality. (c08) The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Director of Labour Relations and Labour EconomicsVice President - Human Resources.

The Investigation. In minor cases, the Union may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Human Resources Personnel Manager, or such higher authority as may be appropriate, who will arrange an interview with the complainant complaint as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union and the Company. The investigation team should team, if possible, will be comprised of at least one woman, whenever the complaint is sexual in nature. (c05) The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Chairperson Union representative of the employee being interviewed may will be present with Union members during the interview. Interview timing and location will recognize the need to maintain confidentiality. (c08) The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Director of Labour Relations and Labour EconomicsVice President - Human Resources.

The Investigation. In minor cases, the Union may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Human Resources Personnel Manager, or such higher authority as may be appropriate, who will arrange an interview with the complainant complaint as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union and the Company. The investigation team should team, if possible, will be comprised of at least one woman, whenever the complaint is sexual in nature. (c05) The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Chairperson of the employee being interviewed may will be present with Union members during the interview. Interview timing and location will recognize the need to maintain confidentiality. (c08) The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Director of Labour Relations and Labour EconomicsVice President Human Resources.

The Investigation. In minor cases, the Union may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Human Resources Depot Manager, or such higher authority as may be appropriate, who will arrange an interview with the complainant complaint as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union and the Company. The investigation team should team, if possible, will be comprised of at least one woman, whenever the complaint is sexual in nature. (c05) The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Chairperson Union representative of the employee being interviewed may will be present with Union members during the interview. Interview timing and location will recognize the need to maintain confidentiality. (c08) The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Director of Labour Relations and Labour EconomicsVice President - Human Resources.

The Investigation. In minor cases, the Union Association may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Human Resources ManagerManager responsible for Medical Services, or such higher authority as may be appropriate, who will arrange an interview with the complainant complaint as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union Association and the Company. The investigation team should be comprised of at least one woman, whenever the complaint is sexual in nature. (c05) The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Chairperson Association representative of the employee being interviewed may will be present with Union Association members during the interview. Interview timing and location will recognize the need to maintain confidentiality. (c08) The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Director of Labour Relations and Labour EconomicsVice President - Human Resources.

The Investigation. In minor cases, the Union Association may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Local Human Resources Manager, or such higher authority as may be appropriate, who will arrange an interview with the complainant complaint as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union Association and the Company. The investigation team should be comprised of at least one woman, whenever the complaint is sexual in nature. (c05) The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Chairperson Association representative of the employee being interviewed may be present with Union Association members during the interview. Interview timing and location will recognize the need to maintain confidentiality. (c08) The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Director of Labour Relations and Labour Economics...

The Investigation. In minor cases, the Union Association may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Local Human Resources Manager, or such higher authority as may be appropriate, who will arrange an interview with the complainant as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union Association and the Company. The investigation team should be comprised of at least one woman, whenever the complaint is sexual in nature. (c05) The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Chairperson Association representative of the employee being interviewed may be present with Union Association members during the interview. Interview timing and location will recognize the need to maintain confidentiality. (c08) The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Director of Labour Relations and Labour Economics.