Common use of INVESTIGATION AND RESOLUTION Clause in Contracts

INVESTIGATION AND RESOLUTION. a. If the complainant chooses to pursue the matter formally then a formal investigation will be undertaken. The complainant must submit a signed, written complaint to trigger the investigation. The complainant will be kept informed of the progress of the investigation and input will be encouraged wherever possible. b. A complainant may terminate this process at any time by withdrawing the complaint. However, the Company may conduct an investigation independent of this process if warranted. c. Once an incident is reported, the Complaint Officer will conduct a swift and thorough investigation and will attempt to mediate a resolution to the complaint. The investigation will be conducted on a confidential basis in that only those persons who, in the opinion of the Complaint Officer need to know about the complaint for the purpose of conducting an investigation, will be advised. Any employee contacted during the course of an investigation will keep the matter confidential. The complainant’s identity will be made known to the respondent. d. If the matter remains unresolved the Complaint Officer will submit a written report to the most senior Company Human Resources Executive or designate outlining the facts, issues, and credibility. The most senior Company Human Resources Executive or designate will meet with the Complaint Officer to discuss recommendations. e. The most senior Company Human Resources Executive or designate will then decide the issue and forward the decision, in writing, to the complainant and respondent. The decision will be implemented immediately unless a further appeal ensues. f. If a significant period of time has elapsed between the occurrence and the reporting of an incident, the Complaint Officer may, after investigation, decide that such incident is not resolvable due to the time delay. Such a decision will be made known to the complainant and respondent and a written report will be submitted to the most senior Company Human Resources Executive or designate. The most senior Company Human Resources Executive or designate will then review the case and will issue a written decision to the complainant and respondent. This will put an end to the matter unless a further appeal ensues.

INVESTIGATION AND RESOLUTION. a. If the complainant chooses to pursue the matter formally then a formal investigation will be undertaken. The complainant must submit a signed, written complaint to trigger the investigation. The complainant will be kept informed of the progress of the investigation and input will be encouraged wherever possible. b. A complainant may terminate this process at any time by withdrawing the complaint. However, the Company may conduct an investigation independent of this process if warranted. c. Once an incident is reported, the Complaint Officer will conduct a swift and thorough investigation and will attempt to mediate a resolution to the complaint. The investigation will be conducted on a confidential basis in that only those persons who, in the opinion of the Complaint Officer need to know about the complaint for the purpose of conducting an investigation, will be advised. Any employee contacted during the course of an investigation will keep the matter confidential. The complainant’s identity will be made known to the respondent. d. If the matter remains unresolved the Complaint Officer will submit a written report to the most senior Company Human Resources Executive or designate outlining the facts, issues, and credibility. The most senior Company Human Resources Executive or designate will meet with the Complaint Officer to discuss recommendations.a e. The most senior Company Human Resources Executive or designate will then decide the issue and forward the decision, in writing, to the complainant and respondent. The decision will be implemented immediately unless a further appeal ensues. f. If a significant period of time has elapsed between the occurrence and the reporting of an incident, the Complaint Officer may, after investigation, decide that such incident is not resolvable due to the time delay. Such a decision will be made known to the complainant and respondent and a written report will be submitted to the most senior Company Human Resources Executive or designate. The most senior Company Human Resources Executive or designate will then review the case and will issue a written decision to the complainant and respondent. This will put an end to the matter unless a further appeal ensues.

INVESTIGATION AND RESOLUTION. a. 1. If the complainant chooses to pursue the matter formally then a formal investigation will be undertaken. The complainant must submit a signed, written complaint to trigger the investigation. The complainant will be kept informed of the progress of the investigation and input will be encouraged wherever possible. b. 2. A complainant may terminate this process at any time by withdrawing the complaint. However, the Company may conduct an investigation independent of this process if warranted. c. 3. Once an incident is reported, the Complaint Officer will conduct a swift and thorough investigation and will attempt to mediate a resolution to the complaint. The investigation will be conducted on a confidential basis in that only those persons who, in the opinion of the Complaint Officer need to know about the complaint for the purpose of conducting an investigation, investigation will be advised. Any employee contacted during the course of an investigation will keep the matter confidential. The complainant’s identity will be made known to the respondent. d. 4. If the matter remains unresolved the Complaint Officer will submit a written report to the most senior Company Human Resources Executive or designate Plant Manager outlining the facts, issues, and credibility. The most senior Company Human Resources Executive or designate Manager will meet with the Complaint Officer to discuss recommendations. e. 5. The most senior Company Human Resources Executive or designate Manager will then decide the issue and forward the decision, in writing, to the complainant and respondent. The decision will be implemented immediately unless a further appeal ensues. f. 6. If a significant period of time has elapsed between the occurrence and the reporting of an the incident, the Complaint Complaints Officer may, after investigation, decide that such incident is not resolvable due to the time delay. Such a decision will be made known to the complainant and respondent and a written report will be submitted to the most senior Company Human Resources Executive or designateManager. The most senior Company Human Resources Executive or designate Manager will then review the case and will issue a written decision to the complainant and respondent. This will put an end to the matter unless a further appeal ensues.