Work Harassment Policy

Employee Channel / Company Policies

Document Reference: HRS-POL-HR 004.0

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1. OHS POLICY HRS - POL - HR 00 4 .0 Document Name and Reference Date Effective Version Set Review Planned Review Page HRS - POL - HR 004.0 Work Harassment Policy 20/04/2018 2 1 year 20/04/2019 1 of 1 WORKPLACE HARASSMENT POLICY HRS is committed to ensuring a healthy and safe workplace that is free from workplace harassment. Workplace harassment is con sidered unacceptable and will not be tolerated under any circumstances. A worker is subjected to ‘workplace harassment’ if the worker is subjected to repeated behaviour by a person/persons that is: • Unwelcome and unsolicited; and/or • Behaviour that a reasonable person would consider to be offensive, humiliating, intimidating or threatening. Workplace harassment’ does not include reasonable management action taken in a connection with a workers employment. Workplace harassment may include: • Verbal and/or physical abuse; • Sexual harassment; • Repeated threats of dismissal or other severe punishment for no reason; • Excessive ridicule; • Leaving offensive messages on email or the telephone; • Sabotaging a person’s work, for example, by deliberately withholding or supplying incorrect information, hiding documents or equipment, not passing on messa ges etc; • Maliciously excluding and isolating a person from workplace activities; • persistent and unjustified criticisms, often about petty, irrelevant or insignificant matters; • Humiliating a person through gestures, sarcasm, criticism and insults; and • Spreading gossip or false, malicious rumours about a person with an intent to cause the person harm. Additional examples of sexual harassment include: • Subjecting another person to an unsolicited act of physical intimacy; • Making unsolicited demands or requests (whether directly or by implication) for sexual favours by another person; • Making remarks with sexual connotations relating to another person; or engaging in unwelcome conduct of a sexual nature to another person; • The display of pictures, computer graphics or posters, which are offensive or derogatory, including e - mails; • Inappropriate touching or unwelcomed questions about a person’s sexual activities or preferences. Note: The above lists certain examples of harassment behaviour only and are not intended to be exhaustive lists. Legitimate and reasonable management actions and business processes, such as, actions taken to transfer, demote, discipline, redeploy, retrench or dismiss an employee are not considere d to be workplace harassment, provided these actions are conducted in the appropriate manner. HRS will take the following actions to prevent and control exposure to the risk of workplace harassment: • Maintain a complaint handling system (see our Grievance P rocess under the Grievance and Dispute Resolution Policy) and inform all employees on how to make a complaint, the support systems available, options for resolving grievances and the appeals process; • Regularly review the workplace harassment prevention pol icy, complaint handling system and training. • Treat all allegations of workplace harassment seriously and investigate promptly, fairly and impartially. Managers and Supervisors must also ensure that employees are not exposed to workplace harassment. Management are required to personally demonstrate appropriate behaviour, promote the workplace harassment prevention policy, treat complaints seriously and ensure where a person lodges or is witness to a complaint, that they are not victimised. Responsibilities of employees: HRS requires all employees to behave responsibly by complying with this policy, to not tolerate unacceptable behaviour, to ma intain privacy during investigations and to immediately report incidents of workplace harassment to their Manager or Supervisor. An employee who is being harassed can contact their Manager or Supervisor for information and assistance in the management an d resolution of a workplace harassment complaint. If your Manager or Supervisor is the person engagin g in harassment towards you, you should confide in a co - worker or speak to your Manager or Supervisor’s superior. Disciplinary action will be taken against a person who harasses an employee or who victimises a person who has made or is a w itness to a compl aint. Complaints of alleged workplace harassment found to be malicious, frivolous or vexatious may make the complainant liabl e for disciplinary action. David Nunn Managing Director


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