Tips and tools

dignity: harassment and discrimination :
Tips and tools

Tips and Tools

Overview – investigating complaints

Recognizing general harassment

Recognizing sexual harassment

Recognizing discrimination

Recognizing abuse of power

General principles for stopping inappropriate behavior

Overview – reporting complaints

Sample statement of Center values

Sample statement on responsibilities of staff/code of conduct

Advice to Investigating Panels

Overview – investigating complaints

This flowchart provides an overview of the process after a Center receives a formal complaint of harassment.

Conducting an investigation
A visual flowchart

Incident leads to formal complaint

Complainant presents complaint in writing to immediate supervisor and sends copies to HR Manager and Director of Corporate Services. If sexual harassment, copy to DG. Specify offender, offensive act/s, time, location, circumstances, manner and any witnesses.

HR Manager:
• forwards complaint to Director General
• acknowledges receipt
• provides counsel to alleged victim.

Director General appoints Investigating Panel and chairperson within Panel.

Chairperson advises complainant and alleged offender of steps taken.

Investigation Panel conducts hearing based on: neutrality, strict confidentiality, fairness and professionalism.

Investigation Panel decides if the complaint has been established and, if so,
•the impact of the offensive behavior on the complainant;
•whether there appear to be any mitigating circumstances.

Panel submits written report to Director General with recommendations for action.

Director General makes a decision based on Investigating Panel’s recommendations

Misconduct established Complaint not upheld

Director General will advise the offender, provide the offender with a copy of the Panel’s report and recommendation, and advise the offender of the proposed disciplinary action. The case will be closed if facts established by the investigation do not indicate that misconduct has occurred.

The offender will be given 5 working days to submit a written response. The Director General will advise the complainant and the alleged offender of the decision in writing and include a copy of the Panel’s report.

Director General will interview the offender and explain recommended disciplinary measures: verbal reprimand accompanied by counselling; written reprimand and warning; suspension, with or without pay; monetary penalty; reduction in grade and pay; or dismissal.