Bylaws and Policy Committee . . . continued from previous page
member of the Board and the employee/Board member/member prefers,
a complaint may be made in writing directly to the President of
RTAM. In either case, the President of RTAM shall advise the Board
that a complaint has been filed. The President will contract with an
independent investigator. A complaint must be filed within one month
of the circumstances giving rise to the complaint, unless the delay
was incurred in good faith and no substantial prejudice will result to
any person affected by the delay.
b) Once the written complaint is received, an immediate and confidential
investigation will be made by the designated contact. Both the
complainant and the person against whom the complaint was made
will be contacted.
c) The designated contact will endeavour to resolve the matter and in
doing so shall:
i) Assume responsibility for investigating all such complaints
to the highest level of confidentiality possible by sharing the
minimum amount of information from the written complaint
required to perform a thorough investigation. At no time
will personal health information be shared with the person
against whom the complaint has been lodged.
ii) If necessary, take steps to ensure that there is no recurrence
of the situation while the investigation is in progress.
iii) Take appropriate disciplinary action where such is found
to be warranted.
iv) Inform the complainant and the person against whom
the complaint has been lodged of the outcome of the
v) If through the investigation, the designated administrator
finds that there were no grounds for the complaint and that
it was done willfully or maliciously, disciplinary action will be
taken against the complainant.
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Note: this policy is not intended to discourage or prevent the complainant
RTAM.MB.CA | 204-889-3660 | Toll Free: 1-888-393-8082
from exercising any other legal rights including the right to file
a complaint with the Manitoba Human Rights Commission.
IV. Consequences of Policy Violation
Where it is found that a violation of the policy has occurred, the Board
of Directors of RTAM may take action including, but not restricted to,
a) Disciplinary Action
Appropriate disciplinary action will be taken to redress the situation
which could include immediate dismissal or notification that continuation
or repetition of conduct found to be in violation of this policy will
be cause for further disciplinary action up to and including dismissal;
b) Disciplinary Directive
A directive from the RTAM Board which specifies certain behaviour
with which the party(ies) must comply. If the directive is disregarded,
further action will be taken; and/or
c) Dismissal of employee; and/or
d) Removal of member from membership in RTAM; and/or
e) Notification of the appropriate authorities.
All records, documents, notes and transcripts of an investigation shall
remain confidential. Parties to a complaint are advised to refrain from
discussing the complaint with anyone else.
Rationale: Adoption of this policy will provide a respectful workplace
for the Board, RTAM staff and members.
14 n RTAM KIT Spring 2020