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https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=26040
For the harassment complaint process, a written complaint must be submitted. Designated Official ( responsable désigné ) person designated by the deputy head to be responsible for the overall application of the Policy on Harassment Prevention and Resolution and the Directive on the Harassment Complaint Process.
https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=26040§ion=glossary
For the harassment complaint process, a written complaint must be submitted. designated official (responsable désigné) person designated by the deputy head to be responsible for the overall application of the Policy on Harassment Prevention and Resolution and the Directive on the Harassment Complaint Process. The deputy head may designate more than one official in his organization.
https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/harassment-conflict-resolution/investigation-guide-policy-harassment-prevention-resolution-directive-harassment-complaint-process.html
An investigation under the Policy on Harassment Prevention and Resolution and the Directive on the Harassment Complaint Process is administrative in nature. It is not a judicial remedy (court or tribunal), nor is it quasi-judicial (example: Adjudication under the Public Service Labour Relations Act).
https://www.cbp.gov/about/eeo-diversity/policies
Dec 11, 2019 · CBP Directive No. 51713-011 - Anti-Discriminatory Harassment Directive Formal EEO Complaint Process. Guidance for Witness Participation During the Processing of a Formal EEO Complaint Disability Accommodation CBP Directive No. 51713-007A - Reasonable Accommodation Procedures for Applicants and Employees with Disabilities CBP Guide to Processing ...
https://www.va.gov/vhapublications/ViewPublication.asp?pub_ID=3078
responsible for administering an impartial and effective complaints processing service to receive, investigate, and resolve, if possible, complaints of employment discrimination at the earliest possible stage. The regulations governing the Federal EEO complaint process are found in Title 29 Code of Federal Regulations (CFR) Part 1614.
https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/harassment-conflict-resolution/guide-applying-harassment-resolution-process.html
The formal resolution process as outlined in the Directive on the Harassment Complaint Process requires that a complaint be filed in writing and calls upon an impartial person to determine whether or not a person’s rights have been infringed upon. This approach is sometimes necessary to protect an individual’s rights, to shed light on the alleged incidents and to determine appropriate corrective and or …
https://www.eeoc.gov/laws/types/harassment.cfm
Employees should also report harassment to management at an early stage to prevent its escalation. Employer Liability for Harassment. The employer is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote …
https://www.eeoc.gov/federal/directives/index.cfm
Regulations, Directives, Guidance and Resource Documents Management Directives: MD 110: Federal Sector Complaint Processing Manual (revised August 2015) Revised MD-110 Reference Guide; MD 715: EEO Reporting Requirements for Federal Agencies. Frequently Asked Questions about Management Directive 715
https://www.eeoc.gov/eeoc/publications/fedprocess.cfm
Federal EEO Complaint Processing Procedures. Contact EEO Counselor Aggrieved persons who believe they have been discriminated against must contact an agency EEO counselor prior to filing a formal complaint. The person must initiate counselor contact within 45 days of the matter alleged to be discriminatory. 29 C.F.R. Section 1614.105(a)(1).
https://www.tbs-sct.gc.ca/pol/doc-eng.aspx?id=26041
For such situations, a more formal process remains necessary. This policy and the associated Directive on the Harassment Complaint Process should be read in the spirit that early, informal, and less bureaucratic approaches are to be sought, even once a formal process has been engaged.
https://www.va.gov/ORM/docs/VA_directive_5977_Discrimination_Complaints_Process.pdf
g. This Directive does not affect the rights that are granted to unions that have exclusive recognition in the VA. Further, this Directive is not intended to affect the rights of an employee to file: (1) A discrimination complaint under this directive. (2) A grievance under a negotiated procedure.
https://www.eeoc.gov/federal/directives/md-110_chapter_1.cfm
In this Management Directive, the term " Final Agency Action" refers to an agency's last and final action on a complaint of employment discrimination.
https://www.eeoc.gov/federal/directives/md-110_chapter_3.cfm
Chapter 2 of this Management Directive provides additional guidance concerning the process of offering EEO ADR during counseling. EEO ADR after the Complaint Is Filed. Under 29 C.F.R. § 1614.102(b)(2), agencies must establish or make available an EEO ADR program during the formal complaint process.
https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/harassment-conflict-resolution/preventing-resolving-harassment-workplace-guide-managers.html
The Directive on the Harassment Complaint Process sets out restoring the well-being of the workplace as one of the five steps in the harassment complaint process. It requires that the work unit manager in consultation with the Informal Conflict Resolution practitioners and other relevant organizational resources address the needs of the parties concerned and the work unit throughout the complaint …
https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/harassment-conflict-resolution.html
Investigation Guide for the Policy on Harassment Prevention and Resolution and Directive on the Harassment Complaint Process. Applying the harassment resolution process – Guide. Acknowledge, review, explore options, render a decision, restore well-being.
https://www.canada.ca/en/department-national-defence/corporate/policies-standards/defence-administrative-orders-directives/5000-series/5012/5012-0-harassment-prevention-and-resolution.html
Harassment is normally a series of incidents but can be one severe incident which has a lasting impact on the individual. (Based on the Policy on Harassment Prevention and Resolution, Treasury Board) Note 1 – Harassment may include the abuse or misuse of authority inherent in the position of an individual. However, if an individual has ...
https://home.army.mil/bliss/index.php/about/command-policy-and-directives
Aug 29, 2019 · Sexual Harassment / Assault Response and Prevention Program (SHARP) Lautenberg Amendment Senior Leader Misconduct / Relief Notification Requirements and Withholding of Uniform Code of Military Justice (UCMJ) / Adverse Administrative Action Authority
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