If you believe an HRIA member has acted inappropriately in carrying out their duties as an HR professional, you may lodge a formal complaint.
The purpose of the complaint process is to determine the best course of action in addressing a specific complaint. There are two aspects in addressing a complaint:
resolving a dispute between two parties, and
deciding whether there has been professional misconduct.
The purpose of the investigations process is to establish the facts of the situation at hand and determine if a violation has occurred. If a violation has been found, the purpose of the discipline process is to decide on the appropriate course of action.
A complainant must set out in writing a detailed statement of the acts or omissions complained of, the times, dates and person(s) involved, any witness(es) to the incident(s) and the nature of the complaint, so as to allow the respondent to reasonably understand and respond to the allegations being made. The complaint should also include any supporting documentations and reference to which aspect of the Code of Ethics, the complaint pertains.
To be considered for adjudication, the complaint must be received within the later of six months after the alleged violation or six months from the date on which the complainant knew or reasonably ought to have known of the alleged violation. Where the complaint is filed more than six months from the date of the alleged violation, the Complainant shall file material to explain why the Committee should exercise its discretion to extend the time limit. If the explanation is that the violation is a continuing offence, the Complainant should state this and the basis for that position. The Chair can then decide whether to dismiss the complaint as untimely, refer the issue of timelines to the Panel, or rule that the complaint is timely.
Submit your complaint to:
Complaints, Investigation & Discipline Committee
c/o Nora Molina, Executive Director
Human Resources Institute of Alberta
#410, 1111 11 Avenue SW
Calgary, AB T2R 0G5
On receipt of the complaint, HRIA will forward the documentation to the Complaints Investigation & Discipline Committee. This Committee will hear the parties and render a decision on the complaint. If the Committee decides not to lodge a complaint, the complainant may, within 30 days following receipt of the decision, appeal to the Appeals Committee. The Appeals Committee is an independent standing committee comprised of senior HR professionals. Decisions of the Appeals Committee are final and binding.