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SEXUAL HARASSMENT POLICY
Purpose
To protect all staff from sexual harassment
To Meet the legal requirements of Federal and State Anti-Discrimination legislation.
To Meet the legal requirements of Federal and State Anti-Discrimination legislation.
Application
All employees
Definition
Sexual Harassment means an unwelcome advance or unwelcome conduct of a sexual nature where the recipient has reasonable grounds to believe that refection of the advance, refusal of the request or the taking of any objection to the conduct would disadvantage that person in their employment.
It is not sexual harassment to develop friendships (sexual or otherwise) with other staff where both persons consent.
It is not sexual harassment to develop friendships (sexual or otherwise) with other staff where both persons consent.
PoIicy
Youngs Business College will
· not tolerate sexual harassment under any circumstances
· treat harassment complaints seriously and sympathetically
· ensure that all complaints are thoroughly investigated on an impartial basis
· take appropriate action to ensure that sexual harassment does not continue
· ensure that complainants and witnesses will not be victimised in any other way
Youngs Business College requires that correct standards of behaviours and conduct are maintained at all times in the workplace. It is the responsibility of all managers to ensure that the workplace is free from sexual harassment.
Procedures
Staff who experience sexual harassment from fellow staff members should bring it to the attention of their supervisor/manager. Any Youngs Business College employee may seek assistance of the Managing Director if necessary.
Where the sexual harassment originates from a person in a supervisor or management capacity the staff member should immediately bring it to the attention of the Managing Director.
The Managing Director will initiate a thorough investigation. This may involve a team comprising a relevant manager and the Policies Manager. This will involve obtaining all the relevant information from the staff member and anyone who may have witnessed the harassment. The alleged harasser will then be given the opportunity to present their side of the story.
The matter should then be reviewed by the investigation team who will be responsible for making a recommendation to the Managing Director as to the type and extent of remedial action warranted if appropriate.
Where the complaint has been substantiated, remedial action may be taken, e.g. an apology, transfer out of the environment with unpleasant associations but no job disadvantage). Such action will depend on the circumstances surrounding the case and will be determined by the investigating team and the Managing Director.
Where disciplinary action is deemed necessary the team will forward a recommendation through normal channels to the Managing Director for approval.
Disciplinary action could involve a transfer or termination of employment.
Where the complaint is not substantiated, the staff member will be advised accordingly.
The staff member at any time may lodge an appeal with either the Youngs Business College’s Managing Director or the Anti-Discrimination Board.
Where the sexual harassment originates from a person in a supervisor or management capacity the staff member should immediately bring it to the attention of the Managing Director.
The Managing Director will initiate a thorough investigation. This may involve a team comprising a relevant manager and the Policies Manager. This will involve obtaining all the relevant information from the staff member and anyone who may have witnessed the harassment. The alleged harasser will then be given the opportunity to present their side of the story.
The matter should then be reviewed by the investigation team who will be responsible for making a recommendation to the Managing Director as to the type and extent of remedial action warranted if appropriate.
Where the complaint has been substantiated, remedial action may be taken, e.g. an apology, transfer out of the environment with unpleasant associations but no job disadvantage). Such action will depend on the circumstances surrounding the case and will be determined by the investigating team and the Managing Director.
Where disciplinary action is deemed necessary the team will forward a recommendation through normal channels to the Managing Director for approval.
Disciplinary action could involve a transfer or termination of employment.
Where the complaint is not substantiated, the staff member will be advised accordingly.
The staff member at any time may lodge an appeal with either the Youngs Business College’s Managing Director or the Anti-Discrimination Board.