Common use of Reporting an Incident Clause in Contracts

Reporting an Incident. The Parties agree that any allegation of harassment under the Respect in the Workplace Article should be dealt with in an expeditious manner, and they will encourage their respective representatives to do all they can to ensure that delays in dealing with such allegation are minimized. The process must be fair, consistent and expeditious. a) An employee who considers that they have been subjected to workplace harassment or discrimination (the "Complainant") is encouraged to bring the matter to the attention of the person believed to be responsible for the conduct (the "Respondent") and let the Respondent know that the conduct is unwelcome or discriminatory. If the Complainant does not wish to bring the matter directly to the attention of the Respondent, or if such an approach is attempted and does not produce a satisfactory result, the Complainant may seek the advice of a Complaint Officer as soon as possible. The Complaint Officer will advise the Union before proceeding with their investigation. b) For the purpose of this Article, a Complaint Officer must be qualified and capable of conducting investigations. The Complaint Officer conducting the investigation must be impartial and have no first-hand knowledge of events or have provided any information or guidance pertaining to a complaint. c) Complaint Officers may include, and be consulted as follows: i) Manager of Human Resources; ii) the Managing Director; iii) Director of Legal and Executive Affairs; iv) an external investigator appointed at the discretion of the administration.

Reporting an Incident. (a) The Parties agree that any allegation of bullying or harassment under the Respect in the Workplace this Article should be dealt with in an expeditious manner, and they will encourage their respective representatives to do all they can to ensure that delays in dealing with such allegation are minimized. The process must be fair, consistent and expeditious. a(b) An This procedure is not intended to preclude any other existing recourse that may be available to an employee (e.g. redress through the Collective Agreement, a Human Rights complaint, criminal charge, or civil litigation). (i) an employee (the “Complainant”) who considers that they have been subjected to workplace harassment or discrimination (the "Complainant") is encouraged to bring the matter to the attention of the person (the “Respondent”) believed to be responsible for the conduct (the "Respondent") and let the Respondent know that the conduct is unwelcome or discriminatory. If the Complainant does not wish to bring the matter directly to the attention of the Respondent, or if such an approach is attempted and does not produce a satisfactory result, the Complainant may seek lodge a written complaint with the advice of a Complaint Officer Employer as soon as possible. The Complaint Officer Employer will advise the Union before proceeding with their investigation. The Complainant may also initiate a grievance pursuant to the grievance procedures of the Collective Agreement. b(ii) For for the purpose of this Article, a Complaint Officer an Investigator must be qualified and capable of conducting trained to conduct investigations. The Complaint Officer Investigator conducting the investigation must be impartial and have no first-hand knowledge of events or have provided any information or guidance pertaining to a complaintpreconceived biases. c) Complaint Officers may include, and be consulted as follows: i) Manager of Human Resources; ii) the Managing Director; iii) Director of Legal and Executive Affairs; iv) an external investigator appointed at the discretion of the administration.