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Sexual Harassment in Workplace . Presented: Mookkie (C62196) Class: Monitor Safe a workplace Place: AOI Institute. Content. What is sexual harassment ? Sexual harassment is against the law Employer responsibilities to employees What You Can Do Inform all staff
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Sexual Harassment in Workplace Presented: Mookkie (C62196) Class: Monitor Safe a workplace Place: AOI Institute
Content • What is sexual harassment? • Sexual harassment is against the law • Employer responsibilities to employees • What You Can Do • Inform all staff • What to do if some-one makes a complaint
What is sexual harassment? • Unwelcome • Conduct Of A Sexual Nature • Severe or Pervasive • Affects Working Conditions or Creates a Hostile Work Environment
Unwelcome • Conduct is not sexual harassment if it is welcome • it is important to communicate to the harasser that the conduct makes you uncomfortable and that you want it to stop
Conduct Of A Sexual Nature • Verbal or written • Physical • Nonverbal • Visual
Severe or Pervasive • A single incident is probably not sexual harassment unless it is severe. • How many times did the incidents occur? • How long has the harassment been going on? • How many other people were also sexually harassed?
Affects Working Conditions or Creates a Hostile Work Environment It is certainly sexual harassment if: • you are fired, refused a promotion, demoted, given a poor performance evaluation, or reassigned to a less desirable position because you reject a sexual advance • the conduct unreasonably interferes with your work performance or creates an “intimidating, hostile, or offensive work environment
Sexual harassment is against the law • Law of Australia • Victoria State Law • Other State Laws • Retaliation is Also Against the Law
Employer responsibilities to employees • Develop a clearly written sexual harassment policy and Code of Conduct and implement and monitor the policy for effectiveness • Advise all staff about the policy and encourage them to read it • Display the policy on the organization’s intranet or notice board • Discuss the policy at staff meetings and induction courses – ensure all staff are clear about their responsibilities • Provide staff training on discrimination and harassment • Establish a process for hearing complaints confidentially • Appoint an appropriate “Contact Officer” • Respond quickly, seriously and effectively to any complaints
What You Can Do • Say “No” Clearly • Write Down What Happened • Report the Harassment • Start a Paper Trail • Review your Personnel File
What You Can Do • Use the Grievance Procedure at Work • Involve your Union • File a Discrimination Complaint with a Government Agency • File a lawsuit
Inform all staff • discrimination, harassment and/or sexual harassment will not be tolerated under any • circumstances • disciplinary action will be taken against an employee who harasses another employee or • customer • Provide all staff with information on sexual harassment • Keep records of policies, procedures, training and complaints.
What to do if some-one makes a complaint • Be aware the person may be experiencing strong emotions • Listen and take the complaint seriously without making any judgments • Discuss confidentially, options and outcomes • Reassure the person that sexual harassment is unacceptable • Ask them how they want the situation to be handled. • If you are having discussions with a person accused of sexually harassing behavior make them aware of the allegations against them and: • Listen to their point of view • Provide information about what behavior is acceptable and non acceptable • Discuss what is needed to resolve the complaint • Inform them about possible penalties if the behaviour doesn’t stop • Remind them about confidentiality and victimization.
