Complaint and Investigation Procedure Sample Clauses
The Complaint and Investigation Procedure clause outlines the steps and processes for addressing and resolving complaints within an organization or between contractual parties. Typically, it specifies how complaints should be submitted, the timeline for investigation, and the roles of those responsible for handling the matter. For example, it may require written complaints to be reviewed by a designated officer, followed by a formal investigation and a documented resolution. This clause ensures that grievances are managed fairly and transparently, providing a clear mechanism for addressing issues and maintaining trust between parties.
Complaint and Investigation Procedure a) If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident forming the basis of the complaint to the attention of his/her supervisor and/or Union representative. In minor cases, not involving repeat incidents, the Company and Union agree that the Union may try to resolve a harassment or discrimination complaint between Bargaining Unit employees informally using the Unifor Internal Procedure without a full investigation when so requested by the Bargaining Unit complainant. The outcome of this attempted resolution will be communicated to the Company. If the employee's supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee may submit his/her complaint in writing to the Joint Committee.
b) The Joint Committee will be comprised of two representatives selected by the Company and two representatives selected by the Union. Where the complainant is a woman and the complaint involves sexual harassment or gender discrimination, the joint investigation committee will include at least one woman. These representatives must be appropriately trained regarding harassment and discrimination issues.
c) The Joint Committee will conduct an investigation of the complaint. Investigations will be jointly conducted by one (1) representative from the Company and one (1) from the Union. The joint investigation will include interviews of the complainant, any employee or supervisor accused in the complaint, witnesses and other persons named in the complaint. Any Union member interviewed by the Joint Committee may, if he/she so wishes, have Union representation present during the interview.
d) It is the intention of the Union and the Company that, where practical, the joint investigation will begin within five (5) working days of the lodging of the written complaint and shall be completed within fifteen (15) calendar days after the lodging of the written complaint.
e) In conducting the joint investigation, both the Union and the Company shall, to the extent practicable, maintain confidentiality. Records of the investigation, including interviews, evidence and any recommendations made by the Joint Committee will be securely maintained in the offices of the Company and the Union.
f) Upon the completion of the joint investigation, the Joint Committee will complete a written report of its findings and recomme...
Complaint and Investigation Procedure. The complaint and investigation procedure is not intended to be restrictive in any way. In addition to this procedure, bargaining unit employees have the right, at any time, to seek the assistance and/or involvement of a Union representative and to pursue existing grievance procedures. In the event that a grievance is filed, the grievance will start at a stage agreed to by the parties. This procedure is not intended to preclude any other existing recourse that may be available to an employee. The complaint process, once initiated, will be expedited as quickly as possible.
Complaint and Investigation Procedure. The complaint procedure must be flexible to achieve maximum accessibility and confidentiality. The recommended procedure for an employee who feels they are being harassed is as follows:
Complaint and Investigation Procedure. If an employee believes that he/she has been sexually, violently, or racially harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may bring the incident to the attention of his/her Supervisor and/or Union representative. If the employee’s Supervisor and/or Union representative cannot, to the satisfaction of the employee, deal with the complaint, the employee must submit his/her complaint in writing to the Joint Harassment Committee and identify the issues, allegations, and witnesses. The complainant will be offered a problem solving session prior to the launch of any investigation by the Joint Harassment Committee.
Complaint and Investigation Procedure. If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination the employee may: Tell the person involved as soon as possible how you feel, and request that he/she stop the conduct you find offensive. If you feel uncomfortable approaching the person, or if the harassment continues, bring the incident forming the basis of the complaint to the attention of the supervisor and/or union representative. In minor cases, not involving repeat incidents, the Home and union agree that the union may try to resolve a harassment or discrimination complaint between bargaining unit employees informally using Unifor Internal Procedure without a full investigation when so requested by the bargaining unit complainant. The outcome of this attempted resolution will be communicated to the Company within ten (10) days of the initiation of the complaint. In serious cases and cases involving repeat incidents, the employee shall put her complaint in writing, within ten (10) working days of the incident(s) The Home and the Union will conduct separate investigations into the allegations. Upon completion of their separate investigations the parties will meet within ten (10) working days. After such meeting the parties will communicate their findings to all parties involved. If there is no resolution at this stage the complainant may take the issue up with a grievance, which will start at Step #2. Caressant Care and Unifor agree they will jointly implement a written process and policy to ensure joint responsibility under the Human Rights Code.
Complaint and Investigation Procedure. Management and the Union shall each designate a minimum of one individual to act as Anti-Harassment Officers, and will cooperate to ensure that at least one of these shall be male and at least one shall be female. Anti-Harassment Officers shall not be members of the Labour-Management Committee nor have other management responsibility for human resources. The Caucus Chair is the Employer elected by the New Democratic Party of Canada Members of Parliament, and recognized as such by the Speaker of the House of Commons. All individuals subject to this Agreement shall abide by the decisions made by the Caucus Chair pursuant to this Article. Anti-Harassment Officers will have full authority to investigate a complaint and, while respecting the complainant’s wish for confidentiality, conduct as quick and thorough an investigation as possible. At any step in the process, the complainant may be accompanied or supported by a person of their choosing. The complaint procedure must be flexible to achieve maximum accessibility and confidentiality. The recommended procedure for an employee who feels they are being harassed is as follows:
a) The employee should keep a written record of dates, times, witnesses and nature of behavior. The complainant should report the problem to a manager, as soon as possible.
b) The individual is encouraged to directly talk or write a letter to the person they believe has harassed them, reminding the respondent that such behaviour is contrary to this policy, and asking that the behaviour stops. However, an employee who feels harassed is under no obligation to confront the respondent or to attempt to resolve the situation directly with them. If the situation is not resolved, or if the employee who feels harassed is unable to, or chooses not to deal directly with the respondent, the complainant should report the offensive behavior as outlined below.
c) A person who feels harassed may meet with any of the Anti-Harassment Officers to review the complaint and investigation procedure, definition of harassment, etc. The complainant will be informed of the possible courses of action, including formal investigation of the complaint, or taking no further action if the complainant decides not to proceed. Where appropriate, an informal and confidential meeting will take place to see if resolution is possible.
d) If the complainant chooses to pursue the matter formally, a formal investigation will be undertaken. The complainant must submit a written com...
Complaint and Investigation Procedure. If an employee believes that he/she has been harassed and/or discriminated against on the basis of a prohibited ground of discrimination, the employee may:
Complaint and Investigation Procedure. Employees are encouraged, whenever possible, to let a person know if he or she has said or done something which the employee finds offensive or unwelcome. Many potential complaints can be resolved in this way. However, if an employee does not want to speak directly to the alleged harasser, or if he or she has done so and the harassment has continued, the employee may initially report the alleged harassing conduct to any of the following, either orally or in writing: Employee’s immediate supervisor (an employee is not required to make a complaint to his or her immediate supervisor if that person is the individual about whom the employee is making the complaint). Any supervisor within the employee’s department Employee’s department head County Administrative Officer Employees may also, if desired, consult with an employee association representative, if applicable. Employees should promptly report harassment complaints so that a timely and effective investigation can be conducted and a resolution can be quickly reached. Any supervisor or department head who receives a harassment complaint shall notify the County Administrative Office/HR immediately. It is important to note that, once notified of a potential sexual harassment complaint, the county has a legal obligation to investigate the circumstances, regardless of whether the harassed employee has filed a complaint. Upon notification of a harassment complaint, the County Administrative Officer shall: Provide a copy of this policy to the complainant, the accused ▇▇▇▇▇▇▇▇, and any other applicable person; Authorize and implement an immediate, effective, thorough, and objective investigation of the complaint. Although the county will make every reasonable effort to maintain confidentiality for the benefit of both the complainant and the accused, complete confidentiality cannot be guaranteed. In order to conduct a full and fair investigation, the accused harasser will be informed of the identity of the complainant, and each employee interviewed will be admonished to maintain confidentiality regarding the investigation or be subject to disciplinary action. To the greatest extent possible, the county will limit access to information contained in the complaint and obtained during the investigation process to those persons who need it to complete the investigation or to take appropriate disciplinary action or other forms of resolution. Interviews will be held with one (1) complainant; (2) the accused ▇▇...
Complaint and Investigation Procedure. The complaint procedure must be flexible to achieve maximum accessibility and confidentiality. The recommended procedure for an employee who feels they are being harassed is as follows: Tell the harasser clearly that the offending behaviour is NOT welcome. Remind the harasser that the behaviour is contrary to policy. The employee should keep a written record of dates, times, witnesses and nature of behaviour. Often this is the simplest and most effective way to put an end to harassing and the Company encourages employees to take this action. However, victims of harassment are not obliged to confront the harasser and, if the harassee is unwilling or unable to do so, or if the misconduct continues after confrontation, the victim of harassment should report the offensive behaviour as outlined below.
Complaint and Investigation Procedure. As a means to ensuring a workplace free from discrimination and harassment, JWJ adopts this formal procedure for the handling of discrimination or harassment complaints. This procedure is intended to supplement - not to replace or supersede - the other procedures available to employees under Title VII of the Civil Rights Act of 1964, Colorado Anti-Discrimination statutes, the Age Discrimination in Employment Act, the Americans with Disabilities Act, the Genetic Information Nondiscrimination Act, or any other applicable federal, state or municipal fair employment practices law, or otherwise.
A. General Principles