The complaint must be filed in writing to the General Manager within fifteen (15) calendar days after the day the substantive action or the circumstance giving rise to the complaint occurred. Upon review of the complaint, the General Manager will determine if the allegations meet the criteria of arbitrary, discriminatory, or bad faith as defined in the legislature and/or the jurisprudence. After the screening process, if it is determined that the allegations meet the required criteria, the General Manager will conduct a thorough review of the complaint, including an assessment of the member’s file. During that period, the member and the affected Labour Relations Advisor will cease all forms of communication. The General Manager will provide the member with a written decision, usually within ten (10) calendar days, from the time the complaint was filed. If, in the opinion of the General Manager, the actions or proposed actions of the Labour Relations Advisor conflicted with Section 187 of the FPSLRA, he/she will determine the appropriate corrective measures to address the situation. A member also has the option of pursuing any matter relating to his or her representation using the recourse available under the Federal Public Sector Labour Relations Act. Any member who wishes to pursue this recourse is responsible for ensuring he/she meets the applicable time limits or deadlines.