Common use of The Investigation Clause in Contracts

The Investigation. In minor cases, the Union may to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Personnel Manager, or such higher authority as may be appropriate, who will arrange an interview with the complaint as soon as possible. This interview and the subsequent investigation will be out jointly by the Union and the Company. The investigation team, if possible, will be of at least one woman, whenever the cornplaint is sexual in nature. The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Union representative of the employee being interviewed will be present with Union members during the interview. Interview and location will the need to maintain The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept (confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Vice President Human Resources. Resolution The Complaint If a harassment complaint is proven valid, appropriate corrective action, will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Personnel Manager, in consultation with the local Plant Chairperson, will attempt to resolve the conflict in a manner that is agreeable to all parties. If it is that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the rules outlined in the Safety and Conduct Guide.

The Investigation. In minor cases, the Union may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Personnel Depot Manager, or such higher authority as may be appropriate, who will arrange an interview with the complaint as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union and the Company. The investigation team, if possible, will be comprised of at least one woman, whenever the cornplaint complaint is sexual in nature. The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Union representative of the employee being interviewed will be present with Union members during the interview. Interview timing and location will recognize the need to maintain confidentiality. The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept (confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Vice President - Human Resources. Resolution The Complaint If a harassment complaint is proven valid, appropriate corrective action, will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Personnel Depot Manager, in consultation with the local Plant Chairperson, will attempt to resolve the conflict in a manner that is agreeable to all parties. If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Safety and Conduct Guide.

The Investigation. In minor cases, the Union may try to resolve a harassment complaint informally without a full investigation when so requested by the complainant. However, the following procedure will apply to all complaints requiring investigation: The person receiving the complaint will advise the local Personnel Manager, or such higher authority as may be appropriate, who will arrange an interview with the complaint as soon as possible. This interview and the subsequent investigation will be carried out jointly by the Union and the Company. The investigation team, if possible, will be comprised of at least one woman, whenever the cornplaint complaint is sexual in nature. The investigation will include interviews of the complainant, the alleged harasser(s) and any witnesses. The Union representative of the employee being interviewed will be present with Union members during the interview. Interview timing and location will the need to maintain confidentiality. The investigation team will inform the complainant promptly as to the results of the investigation and the appropriate actions that have been or will be taken. The complainant will also be encouraged to report any further incidents. The identity of the complainant, the alleged harasser(s), and the nature of the complaint will be kept (confidential and only other persons with a need to know will be informed. Confidential records of the investigation including interviews, evidence and the outcome of the complaint will be maintained in the office of the Vice President Human Resources. Resolution The Complaint , If a harassment complaint is proven valid, appropriate corrective action, will be taken against the offending employee. If, after completion of a thorough investigation, a harassment complaint can neither be proved nor disproved in the view of the investigators, the local Personnel Manager, in consultation with the local Plant Chairperson, will attempt to resolve the conflict in a manner that is agreeable to all parties. If it is determined that the complaint has no validity, and was, in fact, lodged with malicious intent, the initiator of the complaint may be subject to action under the misconduct rules outlined in the Safety and Conduct Guide.