Guidelines for the sexual harassment policy, Part I
Guidelines on Sexual Harassment Policy – Part I
Permission is granted to modify and use The information in this draft directive on sexual harassment, provided that you include a reference to the author, as shown in the final.
We will take all reasonable steps to ensure that the sexual harassment policy is followed throughout the world our organization is in contact with employees. This prevention plan will include training sessions, track your site and a survey of employees conducted confidentiality and evaluated annually.
Sexual harassment refers to any type of unwanted sexual attention. Sexual harassment does not mean occasional compliments of socially acceptable nature. Sexual harassment refers to behavior that violates the individual, undermining morale, and interferes with carrying out the mission of our organization. This includes sexual favors pressure and offensive, intimidating or comments about their sexual orientation or gender actions.
Four types of sexual harassment:
1. Verbal harassment: the comments of a sexual nature, for example, in clothing of a person, body and / or activities sex age; sexually provocative clothing to a person or how your clothes fit, comments of a sexual nature about weight, body shape, the size or shape, comments or questions about the sensuality of a person or their spouse or significant other proposals, most sought after dates and / or sex, pseudo-medical advice such as "you might be feeling bad because they do not have enough" or "A Love and little care (TLC) will cure the disease," continued talking of a sexual nature and graphic descriptions of the sexual nature of sexual calls disparaging remarks or insults, verbal abuse or threats, sexual jokes, suggesting or insulting sounds such as whistling, wolf-calls, or kissing sounds; homophobic insults.
Harassment 2. physical gestures of a sexual nature, such as licking lips or teeth, holding or eating food provocatively, and obscene gestures, such as hand or sign language to indicate sexual activity, sexual looks like looks leering and ogling with suggestive tones, sexual innuendo, shifts, impeding or blocking movement or any physical contact with normal work or movement, the feel is inappropriate in the workplace, such as patting, pinching, patting, or brushing the body, tears, or the attempt to embrace or touching, assault, relationships coerced sex, attempted rape or rape.
3. Visual Harassment: Displaying posters and distribution of defamatory or pornographic cartoons, drawings, books or magazines.
4. Sexual favors: a constant pressure for dates, unwanted sexual advances situation working as a supply after an exchange of sexual favors.
Can not suggest, threaten or imply that failure to accept an application for a date or sexual intimacy will affect employment prospects an employee. For example, it is forbidden either to induce or not to effectively support the appointment, promotion or reassignment, or suggest to a report poor execution on the will because the employee has refused a personal proposal. Also, by providing benefits such as promotions, favorable performance evaluations, favorable changes or assignments, recommendations or reclassifications in exchange for sexual favors is prohibited.
Any employee who has violated this policy shall subject to disciplinary action according to the complaint investigation results. If the investigation reveals that sexual harassment has occurred, the harasser may also be considered responsible under provincial and federal laws. Anyone who makes a false statement of sexual harassment will be subject to disciplinary action.
Any employee who files a complaint of sexual harassment or assist in the investigation of such claim shall not affect the terms and conditions of employment, or discrimination, or due to the discharge of compliance. Complaints of retaliation will be investigated promptly and thoroughly.
Sexual harassment can occur in any situation, but is especially prevalent in situations where there is an imbalance of power between the aggressor and the victim, on grounds of sex, race, sexual orientation, or differences range. Sexual harassment, but may also occur peers. Women and men can be victims of sexual harassment, but is more common that women are harassed by men. Sexual harassment also exists among members of the same sex.
Sexual harassment differs from sexual attraction healthy because it is not welcome and unsolicited. Sexual conduct becomes unlawful only if it is unpleasant. The conduct must be welcome in the sense that the employee does not solicit or induce, in the sense that the employee believes the conduct as undesirable or offensive. Note: An employee who has been involved in a close mutual relationship with another consenting person retains his right protection against sexual harassment, but he / she must inform the other party to the other unwanted sexual advances.
Sexual harassment is degrading to all people and creates a hostile work environment. It is very costly for employers as well as harm to employees. The effects of sexual harassment at the plaintiff may include loss of self-confidence and self-esteem, physical Symptoms Of Stress, reduce labor productivity and low morale.
To combat sexual harassment remember four tactics: confront, reports, documents, and support.
Faced with the stalker. Tell clear. Author Information harassment that his attentions are unwanted. Make it clear that behavior you find offensive. If it persists, write a note to author harassment by asking them to stop and keep a copy.
Report the problem immediately, so verbal or written directly to your supervisor or the director of the defendants, and their union representative. Our door is always open and all who have been harassed or believes that Harassment occurs, we may seek confidential counseling. We talked with the defendant at the request of the customer and inform them about the illegal conduct and consequences. We have a policy zero tolerance of sexual harassment. If the incident is confirmed, the offending employee faces Possible sanctions include verbal or written reprimand, assessment refusal, denial of promotion, the recommendations of the poor, suspension, dismissal, forced resignations and termination. We will do everything possible to create an atmosphere of comfort for the recipients of sexual harassment claim to help resolve complaints, but at the same time, we will also protect the rights of accused until proven otherwise.
Note: A single sexual advance, unless severe, may constitute harassment if it is related to the granting or denial of employment or employment benefits. The intentional unwanted touching of intimate body parts of a person is sufficiently offensive to be considered serious, or even a single incident can be considered harassment. Ask someone for a date is not considered serious. But a series of repetitive non-serious incidents considered harassment if the offender has been told to stop. It is important for the victim to communicate that the conduct is unwelcome, especially when the alleged harasser may have some reason to believe that progress can be received as a previous relationship consent.
There are some acts perceived by the recipient to have a "sexual nature" that are distasteful and offensive, but can not be sexual harassment. These offensive behaviors in the workplace to pollute the environment. Therefore, these acts have been labeled sexual pollution. sexual pollution has the potential to become an act of sexual harassment. It is an offensive act and should be considered abusive. Examples of sexual pollution are: continuous "pet" name of the appellant as "baby", "dear" or "honey"; referring to an individual as a piece, "" Fox "or" large, "referring to men in general as" dogs "" Pig " or women as "whores", "whore" or "chicks", the comments of a sexual nature, open displays of text and photo images erotic or nude posters (for example, a nude magazine centerfold) in the workplace, and the gift continues to give with the intention of obtaining sexual favors to change.
A single sexual act of pollution itself can constitute sexual harassment. However, the continuing acts with the appearance of one sex probably. The "reasonable person" is used to determine whether or not.
DOCUMENT harassment. Although the incident is still fresh in your memory, write down what happened, where, when and how it has responded, if possible, word for word. Include the names of witnesses, if any. Taking notes in a journal or notebook to show a continuous recording. Send a dated, certified, return receipt letter to the harasser, asking to stop the harassment and keep a copy for yourself. Using the answering machine tape of harassing phone calls, messages and telephone registration will be left for you. Keep documents in a safe place, away from work. Documentation will be essential if you have to defend in court or before an administrative panel. Document your work. Keep copies of performance evaluations and letters that attest to the quality of their work. The harasser may question your job performance to justify behavior.
Get support from others. Tell a friend, colleague or relative an organized group, or counselor, and his supervisor or a staff trust. Not only will you get, you can learn from those who have had similar experiences can offer strategies to address harassment and support. Look for witnesses and other victims. It can not be the first person who was abused by this individual. Ask your around quietly, you can find people who will support your load. Two charges are much more difficult to ignore. Get the union delegate in issue immediately.
RESOURCES AVAILABLE victims of sexual harassment
If you have been discriminated against on the basis of sex, you are entitled to a remedy that puts position has been if the discrimination had never occurred. You may be entitled to hiring, promotion, reinstatement, back pay and other compensation. You may also be entitled to compensation for damages monetary damages for future losses, mental anguish and inconvenience. Punitive damages may be available, so if an employer has acted with malice or reckless indifference. You may also be entitled to attorney's fees.
Are you a stalker?
The people accused of sexual harassment are often surprised to learn that their behavior is perceived by those who feel victimized by such conduct.
• Review your attitudes and actions toward others. Examine how others respond to what they do and say. Sexual neutrality and impartial?
• Imagine a victim of unwanted sexual attention by someone with authority over his career and livelihood.
• Consider the impact of attitudes different to their work and self-esteem.
• Do not assume that your fellow peers or employees enjoy sexual comments about her appearance, or be touched or seen.
• Do not assume that others say they are offended or harassed by what they say or do.
• Be aware of the feelings and responses sexual harassment. Could lead to a behavior of others to the experience of vulnerability, helplessness, anger and described by the victims?
It grants permission for you to modify and use the information contained in this article you provided include reference as follows:
The original document created by Al Link (4 Freedoms Relationship Tantra)
About the Author
Al Link and Pala Copeland own and operate 4 Freedoms Relationship Tantra. They regularly host lover’s romantic weekends near Ottawa Canada, and weeklong retreats in exotic locations. For more info Visit www.tantra-sex.com, www.sexyspiritualrelationships.com and their blog www.askaboutloveandsex.com or send email: firstname.lastname@example.org
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