Common use of INVESTIGATION AND RESOLUTION Clause in Contracts

INVESTIGATION AND RESOLUTION. Upon receipt of a formal complaint, and subject to Item 4 above, the Employer and the Union will immediately undertake a comprehensive and objective investigation. The investigation will always include, but not be limited to, interviewing the complainant, the alleged harasser and anyone else who may have pertinent information. The employer will investigate any matters that directly impact on management personnel and report back to the Union. The alleged harasser will be informed of the complaint and will be given an opportunity to respond. The complainant and the alleged harasser, if a member of Local 1518, will have access to representation from the Union at all phases of the investigation and any hearing that may result. If the allegations of harassment or discrimination are found to be proven, a determination of the appropriate action will be made by a senior member of management and if the Union is in disagreement, the matter may proceed to arbitration. Such action may range from a reprimand to termination or other appropriate action in relation to all the circumstances. If the complainant chooses to exercise his/her rights and pursue the issue through the grievance procedure in the Collective agreement, through Human Rights, or any other formal process, while the internal investigation is ongoing, the investigation may cease immediately. If a complaint is found to be without merit, in order to protect the alleged harasser’s reputation, all those individuals who were involved with the investigation will be advised that the complaint was unfounded. A complaint brought under this policy which is determined to be malicious or filed in bad faith may cause the Employer to take disciplinary action against the complainant.

INVESTIGATION AND RESOLUTION. Upon receipt of a formal complaint, and subject to Item 4 above, the Employer and the Union will immediately undertake a comprehensive and objective investigation. The investigation will always include, but not be limited to, interviewing the complainant, the alleged harasser and anyone else who may have pertinent information. The employer will investigate any matters that directly impact on management personnel and report back to the Union. The alleged harasser will be informed of the complaint and will be given an opportunity to respond. The complainant and the alleged harasser, if a member of Local 1518, will have access to representation from the Union at all phases of the investigation and any hearing that may result. If the allegations of harassment or discrimination are found to be proven, a determination of the appropriate action will be made by a senior member of management and if the Union is in disagreement, the matter may proceed to arbitration. Such action may range from a reprimand to termination or other appropriate action in relation to all the circumstances. If the complainant chooses to exercise his/her rights and pursue the issue through the grievance procedure in the Collective agreementAgreement, through Human Rights, or any other formal process, while the internal investigation is ongoing, the investigation may cease immediately. If a complaint is found to be without merit, in order to protect the alleged harasser’s reputation, all those individuals who were involved with the investigation will be advised that the complaint was unfounded. A complaint brought under this policy which is determined to be malicious or filed in bad faith may cause the Employer to take disciplinary action against the complainant.

INVESTIGATION AND RESOLUTION. Upon receipt of a formal complaint, and subject to Item 4 above, the Employer and the Union will immediately undertake a comprehensive and objective investigation. The investigation will always include, but not be limited to, interviewing the complainant, the alleged harasser and anyone else who may have pertinent information. The employer will investigate any matters that directly impact on management personnel and report back to the Union. The alleged harasser will be informed of the complaint and will be given an opportunity to respond. The complainant and the alleged harasser, if a member of Local 1518247, will have access to representation from the Union at all phases of the investigation and any hearing that may result. If the allegations of harassment or discrimination are found to be proven, a determination of the appropriate action will be made by a senior member of management and if the Union is in disagreement, the matter may proceed to arbitration. Such action may range from a reprimand to termination or other appropriate action in relation to all the circumstances. If the complainant chooses to exercise his/her rights and pursue the issue through the grievance procedure in the Collective agreement, through Human Rights, or any other formal process, while the internal investigation is ongoing, the investigation may cease immediately. If a complaint is found to be without merit, in order to protect the alleged harasser’s reputation, all those individuals who were involved with the investigation will be advised that the complaint was unfounded. A complaint brought under this policy which is determined to be malicious or filed in bad faith may cause the Employer to take disciplinary action against the complainant.