Issue link: https://publications.tfs.ca/i/876791
____________________________________________________________________________________ Page 12 of 19 Septembre 2016 Harassment Policy - ask the respondent to provide a written, signed and dated statement regarding the complaint or take notes and have the respondent sign and date the statement as being accurate - prepare a written report, including factual findings, and when requested by the School, recommendations for resolution of the complaint and disciplinary action , and submit this report to the Head of School or Head of Human Resources Services as required. 7.3 The investigators may also - where warranted or appropriate, interview others who may have information pertinent to the complaint and have their statements signed and dated - meet with the complainant and the respondent together or individually in an attempt to achieve a satisfactory resolution. In the case of a mutually acceptable resolution, both parties, following a reasonable period for reflection, will be asked to sign a statement that each accepts the re solution set out in the document and agrees to abide by any conditions which form part of that resolution. This statement will be filed in the OSR/personnel file of the respondent 8 RESOLUTION OF COMPLAINT 8.1 Where the investigation results in a finding that the complaint of harassment is substantiated, the outcome of the investigation, and any disciplinary action, will be recorded in the OSR/personnel file of the person against whom the complaint was laid. 8.2 Where the investigation results in a finding th at the complaint of harassment is not proved, all record of the complaint shall be removed from the OSR/personnel file of the person against whom the complaint was laid. 8.3 The complainant and the respondent will be informed of the outcome of the investigati on and any disciplinary or corrective action taken or to be taken , in writing . If the complainant or respondent is not satisfied with the outcome of the investigation the complainant or respondent may appeal to the Head of School . 8.4 If an investigation det ermines that an employee engaged in harassment, in breach of this policy, disciplinary action, up to and including termination of employment for cause may be imposed. Disciplinary action, where warranted, will be determined by the Principal in the case of students and by the Head of Human Resources Services after discussion