Harassment & Discrimination


1. Introduction:

This document sets out the procedures for dealing with Harassment and discrimination issues.

2. Purpose:

The purpose of this procedure is to ensure all employees and prospective employees are treated with fairly and with courtesy.

To create and maintain an environment in which all employees can work without unwelcome behavior from other employees.

3. References

HR09 – References OHS Act 2004

4. Definitions:

4.1. Discrimination: A decision being Influenced by consideration of one of the following, An individual’s race, sex, age, religion marital status, national origin, educational background, social or economic status, political affiliation, disability, parenthood or sexual preference.

4.2. Sexual Harassment: Is a form of discrimination and is behavior which involves any verbal or physical conduct of a sexual nature which is uninvited, unreciprocated or unwelcome where:

Submission to such conduct is implicitly or explicitly a term or condition of an individual's employment.

Submission to such conduct is implicitly or explicitly a term or condition of decisions, which would affect promotion, salary or any other job condition.

Such behavior creates an intimidating, hostile or offensive work environment for one or more employees.

4.3. Sexual harassment may include:

Sexually offensive staring, leering or gesturing. Sex orientated verbal suggestions.

Sexually based jokes, remarks or innuendos directed at another person or in that persons hearing.

Display of offensive material.

Physical contact of a sexual nature such as patting, pinching or brushing against a person unnecessarily.

5. Procedure

5.1. Complaints regarding Harassment and or Discrimination should be made in the first instance to the State Manager. Where this may be inappropriate or the complaint cannot be resolved at this level, Employees should contact the Quality Manager or Chief Executive Officer.

5.2. The State Manager, Quality Manager or Chief Executive Officer hearing the complaint shall ensure that an appropriate third party be present at all times whilst discussions are taking place.

5.3. All discussions regarding the complaint shall be taken down in writing and signed by the complainant and countersigned by the either managers or Chief Executive Officer.

5.4. Details to be captured in writing include, date complaint made, parties present at discussion, details of complaint.

5.5. A meeting is to be organised PROMPTLY with the accused along with the same third party present when the complaint was heard. 5.3 & 5.4 should also be observed at this stage.

5.6. Once the two parties have had an opportunity to explain directions should be sought from either the Quality Manager or the Chief Executive Officer.

5.7. The Quality Manager and or the Chief Executive officer should seek whatever external advice necessary to ensure the matter is treated fairly and compliance with all legislation is achieved.

6. Documentation

HR18 Company POlicy Procedure