Common use of Reporting Procedure Clause in Contracts

Reporting Procedure. The Company and the Union agree that any allegation of harassment 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 allegations are minimized. The process must be fair, consistent, and expeditious. 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 charges, or civil litigation). 1. An employee who feels subject to harassment should make every effort to tell the offending party to stop such behavior, prior to proceeding with an informal or formal complaint. 2. If the problem is not resolved through discussion between the individuals concerned then the employee, or a Union Representative on behalf of the employee, may contact a Human Resources Advisor, who will advise the Union before proceeding with their investigation. All reports of inappropriate conduct will be promptly and thoroughly investigated, and the company will act to ensure that any improper conduct ceases immediately and corrective action is taken to prevent a recurrence. Every effort will be made to keep complaints as confidential as possible. 3. In the event the problem is not resolved under (2) above the Employee, or the Union on behalf of the Employee, may pursue other forms of redress. 4. No employee will suffer adverse employment consequences as a result of making a good faith complaint or taking part in the investigation of a complaint. An employee who knowingly alleges a false claim against another employee or individual or engages in any acts of retaliation against employees for making a report will be subject to disciplinary action, up to and including termination of employment.

Reporting Procedure. The Company and the Union agree that any allegation of harassment 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 allegations are minimized. The process must be fair, consistent, and expeditious. 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 charges, or civil litigation). 1. An i) an employee who feels subject subjected to harassment should make every effort to tell inform or contact the offending party to stop such behaviorParty, prior to proceeding with an informal or formal complaint. 2. If the problem is not resolved through discussion between the individuals concerned then the employee, or a Union Representative on behalf of the ii) employee, may contact a Human Resources AdvisorCompany designate, who will advise the Union before proceeding with their investigation. All reports of inappropriate conduct will be promptly and thoroughly investigated, and the company Company will act to ensure that any improper conduct ceases immediately immediately, and corrective action is taken to prevent a recurrence. Every effort will be made to keep complaints as confidential as possible. 3iii) in cases of harassment, the employee alleging harassment has the right to discontinue contact with the alleged harasser without incurring any penalty, pending determination of the investigation grievance. In cases where harassment may result in the transfer of an employee where possible, it shall be the alleged harasser who is transferred. The employee who is harassed will not be transferred against their will. iv) the Company will provide a summary of its investigation finding(s) to the complainant, the respondent and the Union upon conclusion of the investigation. v) in the event the problem is not resolved under (2b) above above, the Employeeemployee, or the Union on behalf of the Employeeemployee, may pursue other forms of redress. 4. No vi) no employee will suffer adverse employment consequences as a result of making a good faith complaint or taking part in the investigation of a complaint. An . vii) an employee who knowingly alleges a false claim against another employee or individual or engages in any acts of retaliation against employees for making a report will be subject to disciplinary action, up to and including termination of employment.

Reporting Procedure. The Company Employer and the Union agree that any allegation of harassment 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 allegations allegation are minimized. The process must be fair, consistent, and expeditious. 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 charges, or civil litigation). 1. An i) an employee who feels subject to harassment should make every effort to tell the offending party Party to stop such behaviorbehaviour, prior to proceeding with an informal or formal complaint. 2. If ii) if the problem is not resolved through discussion between the individuals concerned then the employee, or a Union Representative on behalf of the employee, may contact a Human Resources Advisoran Employer designate, who will advise the Union before proceeding with their investigation. All reports of inappropriate conduct will be promptly and thoroughly investigated, and the company Employer will act to ensure that any improper conduct ceases immediately and corrective action is taken to prevent a recurrence. Every effort will be made to keep complaints as confidential as possible. 3iii) in cases of harassment, the employee alleging harassment has the right to discontinue contact with the alleged harasser without incurring any penalty, pending determination of the investigation. In cases where harassment may result in the transfer of an employee where possible, it shall be the alleged harasser who is transferred. The employee who is harassed will not be transferred against their will. iv) the Employer will provide a summary of its investigation finding(s) to the complainant, the respondent and the Union upon conclusion of the investigation. v) in the event the problem is not resolved under (2b) above above, the Employeeemployee, or the Union on behalf of the Employeeemployee, may pursue other forms of redress. 4. No vi) no employee will suffer adverse employment consequences as a result of making a good faith complaint or taking part in the investigation of a complaint. An employee who knowingly alleges a false claim against another employee or individual or engages in any acts of retaliation against employees for making a report will be subject to disciplinary action, up to and including termination of employment. vii) the Employer agrees it shall not interfere with, restrain, coerce or discriminate against, employees in their lawful right to become and remain members of the Union, and to participate in its activities.

Reporting Procedure. The Company and the Union agree that any allegation of harassment 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 allegations are minimized. The process must be fair, consistent, and expeditious. 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 charges, or civil litigation). 1. a) An employee who feels subject to harassment should make every effort to tell the offending party Party to stop such behavior, prior to proceeding with an informal or formal complaint. 2. b) If the problem is not resolved through discussion between the individuals concerned then the employee, or a Union Representative on behalf of the employee, may contact a Human Resources AdvisorBusiness Partner, who will advise the Union before proceeding with their investigation. All reports of inappropriate conduct will be promptly and thoroughly investigated, and the company Company will act to ensure that any improper conduct ceases immediately and corrective action is taken to prevent a recurrence. Every effort will be made to keep complaints as confidential as possible. 3. c) In the event the problem is not resolved under (2b) above above, the Employeeemployee, or the Union on behalf of the Employeeemployee, may pursue other forms of redress. 4. d) No employee will suffer adverse employment consequences as a result of making a good faith complaint or taking part in the investigation of a complaint. An employee who knowingly alleges a false claim against another employee or individual or engages in any acts of retaliation against employees for making a report will be subject to disciplinary action, up to and including termination of employment.

Reporting Procedure. The Company and the Union agree that any allegation of harassment 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 allegations are minimized. The process must be fair, consistent, and expeditious. 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 charges, or civil litigation). 1. (a) An employee who feels subject to harassment should make every effort to tell the offending party to stop such behavior, prior to proceeding with an informal or formal complaint. 2. (b) If the problem is not resolved through discussion between the individuals concerned then the employee, or a Union Representative on behalf of the employee, may contact a Human Resources Advisor, who will advise the Union before proceeding with their of the investigation. All reports of inappropriate conduct will be promptly and thoroughly investigated, and the company Company will act to ensure that any improper conduct ceases immediately and corrective action is taken to prevent a recurrence. Every effort will be made to keep complaints as confidential as possible. 3. (c) In the event the problem is not resolved under (2b) above above, the Employeeemployee, or the Union on behalf of the Employeeemployee, may pursue other forms of redress. 4. (d) No employee will suffer adverse employment consequences as a result of making a good faith complaint or taking part in the investigation of a complaint. An employee who knowingly alleges a false claim against another employee or individual or engages in any acts of retaliation against employees for making a report will be subject to disciplinary action, up to and including termination of employment.

Reporting Procedure. The Company and the Union agree that any allegation of bullying, harassment or discrimination 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 allegations are minimized. The process must be fair, consistent, and expeditious. This procedure is not intended to preclude any other existing recourse that may be available to an employee (e.g. redress through the collective agreementCollective Agreement, a Human Rights complaint, criminal charges, or civil litigation). 1. (a) An employee who feels subject to bullying, harassment or discrimination should make every effort to tell the offending party Party to stop such behavior, prior to proceeding with an informal or formal complaint. Should the employee like the assistance of their Manager, Union Representative or colleague with this process, they may request such assistance. 2. (b) If the problem is not resolved through discussion between the individuals concerned concerned, then the employee, or a in consultation with their Union Representative on behalf of the employeeRepresentative, may contact submit their complaint in writing via the Company’s Respect in the Workplace Incident Form. The Company will review the complaint and evaluate whether there is a Human Resources Advisorprima facie violation of this Article. Where no prima facie violation is determined, who will advise the Union before proceeding with their investigationCompany may refer the matter to an informal resolution process. All reports Where a prima facie violation of this Article is determined, the inappropriate conduct will be promptly and thoroughly investigated, and the company Company will act to ensure that any improper conduct ceases immediately and corrective action is taken to prevent a recurrence. Every effort will be made to keep complaints as confidential as possible. 3. (c) In the event the problem is not resolved under (2b) above above, the Employeeemployee, or the Union on behalf of the Employeeemployee, may pursue other forms of redress. 4. (d) No employee will suffer adverse employment consequences as a result of making a good faith complaint or taking part in the investigation of a complaint. An employee who knowingly alleges a false claim against another employee or individual or engages in any acts of retaliation against employees for making a report will be subject to disciplinary action, up to and including termination of employment. (e) Good faith actions of a manager or supervisor relating to the management and direction of employees, such as: assigning work, providing feedback to employees on work performance, taking reasonable disciplinary action, attendance management, or a difference of opinion do not constitute harassment or discrimination. 13.01 The following statutory holidays shall be recognized by the Company: New Year’s Day B.C. Day Family Day Labour Day Good Friday National Day for Truth and Reconciliation Easter Monday Thanksgiving Day Victoria Day Remembrance Day Canada Day Christmas Day Boxing Day and any other day declared a holiday by Federal, Provincial and Civic Governments. Civic holidays shall be observed only in the area affected. 13.02 Any of the above holidays falling on a Saturday or Sunday will be observed on Friday or Monday at the Company's option. Where Christmas Day and Boxing Day fall on a Saturday and Sunday, the holidays will be observed on Thursday and Friday, or Monday and Tuesday at the Company's option. 13.03 Statutory Holiday Pay for Regular Part-time and Temporary Employees

Reporting Procedure. The Company and the Union agree that any allegation of harassment 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 allegations are minimized. The process must be fair, consistent, and expeditious. 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 charges, or civil litigation). 1. a) An employee who feels subject to harassment should make every effort to tell the offending party to stop such behavior, prior to proceeding with an informal or formal complaint. 2. b) If the problem is not resolved through discussion between the individuals concerned then the employee, or a Union Representative on behalf of the employee, may contact a Human Resources Advisor, who will advise the Union before proceeding with their investigation. All reports of inappropriate conduct will be promptly and thoroughly investigated, and the company Company will act to ensure that any improper conduct ceases immediately and corrective action is taken to prevent a recurrence. Every effort will be made to keep complaints as confidential as possible. 3. c) In the event the problem is not resolved under (2b) above above, the Employeeemployee, or the Union on behalf of the Employeeemployee, may pursue other forms of redress. 4. d) No employee will suffer adverse employment consequences as a result of making a good faith complaint or taking part in the investigation of a complaint. An employee who knowingly alleges a false claim against another employee or individual or engages in any acts of retaliation against employees for making a report will be subject to disciplinary action, up to and including termination of employment.

Reporting Procedure. The Company and the Union agree that any allegation of harassment 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 allegations are minimized. The process must be fair, consistent, and expeditious. 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 charges, or civil litigation). 1. (a) An employee who feels subject to harassment should make every effort to tell the offending party to stop such behavior, prior to proceeding with an informal or formal complaint. 2. (b) If the problem is not resolved through discussion between the individuals concerned then the employee, or a Union Representative on behalf of the employee, may contact a Human Resources Advisor, who will advise the Union before proceeding with their of the investigation. All reports of inappropriate conduct will be promptly and thoroughly investigated, and the company Company will act to ensure that any improper conduct ceases immediately and corrective action is taken to prevent a recurrence. Every effort will be made to keep complaints as confidential as possible. 3. (c) In the event the problem is not resolved under (2b) above above, the Employeeemployee, or the Union on behalf of the Employeeemployee, may pursue other forms of redress. 4. No employee will suffer adverse employment consequences as a result of making a good faith complaint or taking part in the investigation of a complaint. An employee who knowingly alleges a false claim against another employee or individual or engages in any acts of retaliation against employees for making a report will be subject to disciplinary action, up to and including termination of employment.