Harassment Grievance Sample Clauses

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Harassment Grievance an employee feels that has been harassed, may submit a grievance commencing at Step of the Grievance Procedure (Article 9.06
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Harassment Grievance. After having brought the matter to the Producer’s attention, a Performer who considers that the measures taken by the Producer to put a stop to the harassment that is affecting them, are insufficient or ineffective, may file a grievance in accordance with the provisions of this Collective Agreement. • In such a case, the grievance may be filed within two (2) years following the last incidence of the harassment or within ninety (90) days following delivery of the investigation results to the Performer and their representative, whichever is later. • Notwithstanding the previous paragraph, as well as any provision to the contrary in the Collective Agreement, it is agreed that the deadlines for filing a grievance are suspended until the conclusion of the investigation in cases where the Performer has recourse to this complaint procedure. • In such a case, the powers of the arbitrator are defined in section 11-2.04 of this Collective Agreement. • The conclusion of an investigation shall not have the effect of depriving the Performer or the UDA from challenging it.
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Harassment Grievance. An employee who wishes to pursue a concern arising from harassment may, with the approval of the Union, submit a grievance in writing directly to the final level in the grievance process. Grievances of this nature shall be treated in strict confidence by both the Union and the Employer. Where a grievance is filed prior to completion of the complaint process pursuant to the Respectful Workplace Policy, the Grievance shall be held in abeyance pending completion of the complaint process.
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Harassment Grievance a) Cases of harassment shall be considered as discrimination and shall be eligible to be processed as grievances. b) Where the alleged harasser is the Staff Relations Officer or the Board of Directors as a whole, the grievance will automatically be sent forward to the second step. The Grievor may use her/his discretion in determining at which step in Article 11.04 the grievance procedure shall begin.
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Harassment Grievance. ‌ A technician who believes that the measures taken by his producer to put an end to the harassing behaviour of which the latter has been notified are insufficient or ineffective may file a grievance in accordance with the provisions of Chapter 9 of this collective agreement. In such a case, notwithstanding Article 9.9 of the collective agreement, the grievance must be filed within ninety (90) days following the last manifestation of the harassing behaviour.
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Harassment Grievance. An employee who files a grievance, which alleges harassment, may file such grievance at step 2 of the Grievance Procedure.
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Harassment Grievance. If an employee feels that has been harassed, may submit a grievance commencing at Step of the Grievance Procedure (Article 9.061). The definition for harassment shall be consistent with the policy adopted by the Corporation on February
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Related to Harassment Grievance

  • Harassment The Employer and the Union recognize the right of employees to work in an environment free from harassment, including sexual harassment, as defined by the Employer’s harassment policy.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • Policy Grievance Where either Party disputes the general application, interpretation or alleged violation of an article of this Agreement, the dispute shall be discussed initially with the Employer or the Union, as the case may be, within thirty (30) days of the occurrence. Where no satisfactory agreement is reached, either Party may submit the dispute to arbitration, as set out in Article 10.

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.