Thank you for the clarification. But I still need to clarify something here.
You said that my wife can pursue harassment and reprisal through the union process. Is that without going through the anti-harassment policy of the hospital or after going through the anti-harassment policy of the hospital?
As you already know, the "anti-harassment program or procedures of the hospital" does not mention about the union, not until the complainant is not satisfied witht the results of the investigation.
Should I complain on my own first or should I submit my letter of complaint of harassment and reprisal to the union first for editting and get advice from them before I forward it to the hospital's COO? Is that what you mean? I was told before by the union to pass through the "anti-harassment policy of the hospital", that is why I have to go throught it, just like I did before. The only difference is that this time I am elevating it to higher management -- the Chief operating Officer (COO).
If I have to summarize what your thoughts and suggestions are, here are they. If I misunderstood you, please correct me:
1. My wife should refer the matter of harassment and reprisal to the union for action.
2. If the union tells me to go first through the "Anti-harassment procedures" established by the hospital, i will go through it without consulting a labour lawyer yet. Or with a labour lawyer?
If the union does not address it then, I will consult a labour lawyer and see if it is OK with the labour lawyer to file my complaint of harassment and reprisal to the COO of the hospital.
3. It is a bad move to file complaint/petitionto the college. So, my wife should not do it. It could lose her job if she does it that way.
Sorry, I am having a hard time understanding you, that is why I do it this way. I am not knowlegeable in terms of what you are saying. Please tell me what is it that I did not get correctly in your train of thoughts and suggestions. Thank you.