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Harassment Policy 1. Sexual, racial and disability harassment are unlawful and have no place in (the org)……………………………………..(the org)……………………………….. is committed to creating a working environment free from sexual, racial or disability harassment. 2. Volunteers/staff suffering harassment should not hesitate to use the procedures set out below. 3. Volunteers/staff should not fear victimisation on bringing complaints. However any complaint, which is made, must be genuine and serious and should not be used as a means of exploiting a grudge against a fellow staff member. A serious view would be taken of this. SEXUAL HARASSMENT 1. Sexual harassment is unwanted conduct of a sexual nature, or other conduct based on sex/gender/sexual orientation, which affects the dignity of men and women at work. Conduct may amount to sexual harassment even if not intended but occurs because of lack of awareness of other people’s feelings. 2. Examples of conduct which may constitute sexual harassment are: Giving someone unwanted sexual attention; Insulting or ridiculing someone because of their sex/gender/sexual orientation; Suggestions that sexual favours may further your career or refusal may hinder it; Lewd, suggestive or over familiar behaviour; The display or circulation of sexual suggestive material. Such actions can amount to sexual harassment even if not made with any sexual intent. 3. Sexual harassment can be persistent, unwanted sexual attention, but a single incident can also be sexual harassment if it is sufficiently serious. RACIAL HARASSMENT 1. Racial harassment is treating a person on racial grounds less favourably than you treat or would treat others. “Racial grounds” includes grounds of colour, race, nationality or ethnic origins. 2. Examples of conduct which may constitute racial harassment are: Insulting, ridiculing, or threatening someone on account of their race; Denying opportunities for promotion or transfer in the work place on account of race. 3. Conduct, which on the face of it is not based on grounds of race, may still constitute racial harassment if it prejudices one or more racial groups as a whole. DISABILITY HARASSMENT 1. Disability harassment is treating a person with a disability less favourably because of their disability than you treat or would treat others. A disabled person is defined as someone who has a physical, sensory or learning disability or has mental health needs which have a substantial and long-term effect on their ability to carry out normal day-to-day activities without appropriate assistance. 2. Examples of conduct which may constitute harassment include; Insulting, ridiculing or threatening someone on account of their disability. Treating people who have a disability less favourably by denying them opportunities for promotion or transfer. PROCEDURE 1. If an incident happens which you think may be harassment, the matter may be capable of being dealt with by telling the staff member in question that you do not want it to happen again. You should always try this first if you feel it will work. 2. However, this may not work, or you may not wish to confront the individual concerned, in which case you should use the procedure set out below. 3. In the first instance you should approach your line manager confidentially to discuss the situation. If this doesn’t help, or if your line manager is the person you wish to complain about, you should approach the Chairperson on an informal basis, who will be able to advise you as to whether the complaint merits further action. 4. If formal investigation of a complaint is appropriate, then you should write to the Chairperson of the organisation outlining your complaint. The Chairperson will appoint 3 members of the Employment Sub-Committee who have not been in close contact with the parties concerned to investigate the complaint and recommend action. 5. Either at initial interviews, or during the course of an investigation, issues which may be raised include; What happened, where and when; Who else knows about the incident(s); Did the incident affect your work: Do you know of anyone else who has similarly suffered; Have you notified anyone else in the management and if so with what result; What do you want done about the situation. 6. The investigation may involve interviews with the person against whom you are making the complaint. You will be informed of whether or not the complaint is well founded. Disciplinary action may be taken against the person alleged to have committed the behaviour you are complaining about. 7. The investigation will be thorough, in confidence and impartial and will not be carried out by anybody in direct contact with the parties concerned. A friend, staff member, representative or some other appropriate person may be present when either you, or the person who is alleged to have committed the acts complained of, puts their side of the case.
"HARASSMENT Harassment Policy 1 Sexual racial"