Dog Walker Salary

Dog Walker Salary




Dog Walker Salary



´╗┐Sexual Harassment Policy Guidelines Sexual Harassment Policy Guidelines By Al Link and Pala Copeland - 4 Freedoms Relationship Tantra The subsequent documentation is a engage sexual harassment guideline for job and more organizations.

Permission is hereby granted for you to adjust and use the announcement in this something provided that you include a quotation to the source as shown at the underside of the article.

We shall transact all impartial steps to see that this sexual harassment policy is followed by all employees, supervision and others who retain influence with employees.

This prevention manoeuvre will include apprenticeship sessions, ongoing guard of the venture site and a close employee search to be conducted and evaluated each year.
Sexual harassment refers to all types of unwanted sexual attention.

Sexual harassment does not mean incidential compliments of a socially acceptable nature.

Sexual harassment refers to conduct which is hurtful to the individual, which harms morale, and which interferes with the effectiveness of our business.

This includes necessitate to provide sexual favors, and offensive, intimidating comments or actions concerning one's gender or sexual orientation.

There are four extreme types of sexual harassment: 1.
Verbal harassment: Sexually suggestive comments, e.

g.
, about a person's clothing, body, and/or sexual activities; sexually provocative compliments about a person's clothing or the practice their clothes fit; comments of a sexual mood about weight, something shape, size, or figure; comments or questions about the sensuality of a person, or his/her spouse or significant other; repeatitive unsolicited propositions for dates and/or sexual intercourse; pseudo-medical advice such as "you might be impression bad because you didn't get enough" or "A little Tender Loving Care (TLC) consign heal your ailments"; continuous indifferent talk of a sexual temper and graphic sexual descriptions; telephone calls of a sexual nature; deprecatory comments or slurs; vocal maul or threats; sexual jokes; perfumed or insulting sounds such as whistling, wolf-calls, or kissing sounds; homophobic insults.

2.
Physical harassment: Sexual gestures, e.

g.
, licking lips or teeth, holding or eating repast provocatively, and lewd gestures such as hand or device speech to denote sexual activity; sexual looks such as leering and ogling with aromatic overtones; sexual innuendoes; cornering, impeding or blocking movement, or any physical interference with normal business or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up censure the body, mauling, attempted or TRUE kissing or fondling; assault, coerced sexual intercourse, attempted rape or rape.

3.
Visual harassment: Showing and distributing disparaging or pornographic posters, cartoons, drawings, books or magazines.

4.
Sexual favors: Persistent force for dates, unwanted sexual advances that condition an profession interest upon an exchange of sexual favors.

It is impermissible to suggest, threaten or imply that mistake to believe a request for a date or sexual intimacy will affect an employee’s undertaking prospects.

For example, it is forbidden either to imply or actually withhold assistance for an appointment, promotion or correct of assignment or suggest that a poor action data will be given because an employee has declined a personal proposition.

Also, offering benefits such as promotions, favorable feat evaluations, favorable assigned duties or shifts, recommendations or reclassifications in exchange for sexual favors is forbidden.

Any employee found to obtain violated this policy shall be keynote to appropriate disciplinary locomotion according to the findings of the complaint investigation.

If an assessment reveals that sexual harassment has occurred, the harasser may also be held legally explicable for his or her actions subservient provincial and national law.
Anyone forging a false claim of sexual harassment consign moreover be argument to disciplinary action.

Any employee bringing a sexual harassment complaint or assisting in investigating such a complaint will not be adversely stilted in terms and conditions of employment, or discriminated castigate or release because of the compliant.

Complaints of such retaliation bequeath be promptly and thoroughly investigated.

Sexual harassment can eventuate in any situation, but is especially ordinary in situations where there is a power imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, position or grade differences.

Sexual harassment, however, can further transpire between peers.

Both women and men can be victims of sexual harassment, although it is most ordinary for women to be harassed by men.

Sexual harassment also occurs between members of the duplicate sex.
Sexual harassment differs from unpolluted sexual magnetism because it is unwelcome and unsolicited.

Sexual conduct becomes criminal only when it is unwelcome.

The challenged conduct must be unwelcome in the know that the employee did not solicit or incite it, and in the understand that the employee regarded the conduct as undesirable or offensive.

NOTE: An employee who was previously involved in a retaliated consenting close relationship with another person maintains his or her entitlement to protection from sexual harassment, but s/he should caution the more party that any additional sexual advances are unwelcome.

Sexual harassment degrades all mortals and creates a hostile activity environment.

It is sharply costly for employers as well as damaging to employees.

The effects of sexual harassment on the complainant may include loss of self-confidence and self-esteem, physical symptoms of stress, diminished work productivity, and low morale.

To fight sexual harassment, remember four tactics: confront, report, document, and support.

CONFRONT the harasser.
Say No Clearly.

Inform the harasser that their attentions are unwanted.

Make decided you find the behavior offensive.

If it persists, write a memo to the harasser asking them to stop; own a copy.

REPORT the problem immediately, verbally and/or in writing directly to your supervisor, or to the manager of the accused, and to your band steward.

Our door is always open and anyone who has been harassed or thinks harassment is occurring, can seek our confidential advice.

We bequeath natter with the accused at your request and acquaint them about unlawful conduct and its consequences.

We have a zero-tolerance policy for sexual harassment.

If the incident is confirmed, the offending employee faces the sequential manageable sanctions: oral or written reprimand, refusal evaluation, refusal of promotion, poor recommendations, suspension, demotion, forced resignation, and termination.

We leave make every effort to originate an atmosphere of comfort for recipients of sexual harassment to request support in the resolution of complaints, but at the identical juncture we entrust also troops the rights of the accused until proven guilty.

Note: A single sexual advance, unless severe, may not constitute harassment unless it is linked to the granting or dissension of occupation or vocation benefits.

The unwelcome, intentional touching of a person’s recognized item areas is sufficiently abusive to be considered severe, and even a single event can be considered as harassment.

Asking someone for a date is not considered severe.

But a repetitive series of non-severe incidents cede be considered harassment if the offender was told to stop.
It is revered for the victim to proclaim that the conduct is unwelcome, particularly when the alleged harasser may retain some inducement to believe that the name may be welcomed such as a previous consenting relationship.
SEXUAL POLLUTION There are some acts perceived by the recipient to keep a "sexual nature" that are abusive and annoying, but may not be sexual harassment.

These wounding behaviors in the workplace wreck the working environment.

Therefore, these acts retain been labeled sexual pollution.

Sexual pollution has the potential of becoming a sexually harassing act.

It is an vexing deed and should be considered improper.
Examples of sexual pollution are: continuous "pet" interval calling, such as "baby," "sweetie, "or " honey"; referring to an person as a "hunk," "fox," or "broad"; referring to men in natural as "dogs," "swine," or to women as "bitches," "wenches, " or "chicks"; remarks of a sexual nature, sensitive displays of written and pictorial erotica, or nude photographs or posters (such as a nude diary centerfold) in the workplace, and continuous knack giving with the intention of taking sexual favors in return.

A single action of sexual pollution by itself may not constitute sexual harassment.

However, continuous acts with the exterior of a sexual attitude probably would be.

The "reasonable person” average will be used to determine if it is or not.

DOCUMENT the harassment.

While the happening is inactive uncooked in your mind, write down what happened, where, when, and how you responded, if possible, spell for word.

Include the names of witnesses, if any.

Keep notes in a diary or logbook to manifest a continuous record.

Send a dated, certified, return-receipt message to the harasser, asking that the harassment stop, and posses a copy for yourself.
Use your telephone answering gadget to vinyl phone calls from the harasser, and recycle phone messages that are left for you.
Keep the records in a inoffensive place, away from work.
Documentation will be needful if you must guard yourself in court or before an administrative hearing panel.
Document your work.
Keep copies of accomplishment evaluations and memos that attest to the merit of your work.
The harasser may debate your undertaking achievement in rule to justify his behavior.
SEEK SUPPORT from others.

Talk to a friend, colleague, or relative, an organized group, or counselor, and your gaffer or someone in personnel that you trust.

Not only leave you benefit, you may learn of others who posses had alike experiences who can adduce strategies for dealing with the harassment and support.

Look for witnesses and fresh victims.

You may not be the finest man who has been mistreated by this individual.
Ask around discretely; you may find others who bequeath assistance your charge.

Two accusations are much harder to ignore.

Get the cooperative steward involved redress away.

REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT If you hold been discriminated rail on the basis of sex, you are entitled to a remedy that entrust cranny you in the position you would have been in if the discrimination had never occurred.

You may be entitled to hiring, promotion, reinstatement, back fee and other remuneration.

You may moreover be entitled to damages to recoup you for future budgetary losses, mental anguish and inconvenience.

Punitive damages may be available, as well, if an boss acted with rancour or rash indifference.

You may furthermore be entitled to attorney's fees.

ARE YOU THE HARASSER? Those accused of sexual harassment are often surprised to learn how their behavior is perceived by those who stroke victimized by such behavior.
Review your attitudes and actions toward others.

Examine how others react to what you do and say.

Is your behavior sex-neutral and bias-free? Imagine yourself a victim of unwelcome sexual emphasis by someone having gentle over your calling or livelihood.

Consider the impact you have on other's attitudes toward their afafir and self-esteem.
Do not reckon that your colleagues, peers or employees enjoy sexually oriented comments about their appearance, or being touched or stared at.

Do not believe that others will caution you if they are offended or harassed by what you chatter or do.
Be aware of other's love and responses to sexual harassment.

Could your behavior front others to experience the vulnerability, powerlessness, and disaffect described by victims? SEXUAL HARASSMENT COMPLAINT INVESTIGATION PROCEDURE Every complaint commit be thoroughly investigated.

When a complaint of sexual harassment is received we leave carry the succeeding actions: 1.
Question both parties in detail.
2.
Probe sharply for corroborative evidence.

Here is what we are trying to determine with our investigation: Is the testimony of the victim internally consistent? Is the testimony of the accused internally consistent? Does each ensue logically? Are both accounts externally consistent? Does the victim's tally jibe with the testimony of witnesses? Does the accused's account jibe with the testimony of witnesses? Did the accused retain occasion to do what the victim alleged? Does the victim posses any feasible actuation for falsely implicating the accused? Could the harassment retain happened at the time and location specified? Despite the actuality that there were no witnesses, could the harassment hold taken place at the occasion and the location? We leave not believe the accused is guilty, but neither bequeath we attach much significance to a normal opposite by the accused harasser.
We consign quest fairly and thoroughly for evidence that corroborates either side's story.

We consign do this by: 1.
Interviewing co-workers, supervisors, and managers 2.
Obtaining testimony from mortals who seen the accuser's demeanor immediately after the alleged adventure of harassment 3.
Checking out people with whom the alleged victim discussed the adventure (e.

g.
, co-workers, a doctor, or a counselor).
We cede ask other employees if they noticed changes in the accusing individual's behavior at assignment or in the alleged harasser's treatment of him or her.
We consign look for evidence of supplementary complaints, either by the victim or other employees.

We bequeath happen up on evidence that more employees were sexually harassed by the equivalent person.

In edict to make a logical and proper sarcasm on a sexual harassment complaint we privation to find out as much information as we can, not only on the episode itself, but also on the victim's and accuser's personalities, surroundings, and relationships.

To accomplish this task, we dearth to not only ask many questions of the victim and accuser, but also of any witnesses to the episode and the surrounding environment.

Here are some questions we may ask the victim: Specific to the incident, what happened? When did it happen? Where did it happen? What preceded the incident? What did the harasser do or say? What did you do or say? What happened in appendix to or since the incident? Who may keep practical or heard the incident? With whom own you discussed the incident? Here are some questions we may ask the accused: Specific to the incident, are you attracted to (name the employee)? Do you ever imagine of (name the employee) in a sexual way? Have you ever touched (name the employee)? Have you tried to smooch (name the employee)? (Describe the alleged incident.

) Please give me your version of the incident.

Did you quote (name the employee) aid with his/her job in exchange for his/her affection? Here are some questions we may ask any witnesses: Have co-workers complained about inappropriate behavior in the department? Have you personally noticed or been offended by inappropriate behavior? Please relate any inappropriate or annoying behavior that you have experienced or witnessed.

Are there any calendar pictures or posters displayed which offend you or someone else? Have abusive jokes or comments been made about relatives in the department? (If the clue to the above interrogation is yes then ask:) Who made these remarks and what was said? Specific to the circumstance (describe the situation and cubby-hole of the incident, then ask:), Did you command anything in your field that may keep disturbed you or another employee? Did you hear a language involving (name the employee)? Did you see anyone words to this employee? Did you observe any interaction between this employee and a co-worker or supervisor? MYTHS ABOUT SEXUAL HARASSMENT The complainant wanted the priority or enjoyed it.

The complainant's physical guise or apparel enticed the harasser.
The complainant probably falsified the incident story of sexual harassment.

The complainants and the accused sexual harassers can be juicy identified or stereotyped.

All men are harassers.

Women are the only victims or sexual harassment and women do not sexually harass.

(Approximately 10% of reported cases are filed condemn women and 90% lambaste men).
Sexual harassment is only persiflage and an unworldly flirtation sport.

Sexual harassment is odd in the workplace.

If the complainant had only said "No," the harassment would own stopped.

For many people, sexual harassment is an uncomfortable, disturbing and even frightening experience.

It can be extremely disruptive to one's lifestyle to frontage a continuous salvo of unwanted comments, to rearrange one's calendar to duck certain people, and to smartly live in a constant field of wariness.

As a result, harassment can keep devastating effects on one's deed at work, one's comfort and self-esteem and physical health.
Often, kinsfolk are afraid of addressing the harassment they experience because they hysteria that the perpetrator bequeath exercise their firmness in a disadvantageous way.

For example, one might panic losing a promotion, taking a poor evaluation, or being fired if one protests or even acknowledges the harassment.

People who are sexually harassed often wrongly surmise that the vanguard of their dispute is in their have conduct, and therefore are extremely hesitant to confront the instigator, or to discuss the problem with an bidding or even a friend.

Others try to downplay the existence of the harassment in the hopes that it bequeath cleverly end.

But victims are not to blame for the behavior of their harasser, nor should they pretend that the opposite effects they're experiencing don't exist, because they probably won't go away by themselves.

We understand that if you posses been the victim of sexual harassment you may not posses told the harasser to break for a variety of reasons.

If you come bold to us with your complaint, this is how we will aid you.
We cede not nurture your complaint as trivial.
All complaints commit be taken seriously, but there is a comprehensive gradation of difference between incidents.

You and the friend accused bequeath be advised of your improve to union representation.

Less serious complaints can be handled informally.

For example, the administrator may christen in the partner who has been complained about and reiterate the policy and make admonishments where essential for the employee to alter his or her behavior.
We cede finest try to resolve the children informally without a formal complaint, unless the occurrence was unambiguous and severe, in which point a formal routine bequeath be implemented immediately.

It is up to you to decide how serious the situation is.

You will not be pressured to knob the event informally.

If the circumstance is adequately resolved with an informal procedure, no further movement shall be taken.

If the interrogation is not resolved to the complainant's pleasure through informal resolution, a formal routine bequeath be implemented.

We leave ask you if you perceive comfortable asking the harasser to stop, or would raise third-party intervention from us.

You may choose to conjecture the self-help approach.
If so, manner the harasser and chat "I want (whatever the sexually harassing behavior is) to halt immediately" in a obstinate and assertive manner.
This approach gives you an active role in the resolution process and a know of "empowerment.

" Telling the harasser to stop consign often prohibit the harasser from succeeding and supplementary progressive acts of sexual harassment.

We cede instruct you to have a index of the incidents of sexual harassment.

You should brochure all incidents, dates, times, places, and witnesses who heard or adage the incident.

You should seek information about others who may own been similarly harassed, but it would be ameliorate to do this only after you chat to us.

These individuals may be great components in the grievance resolution process if a formal complaint is filed.

You commit privation to influence the humans perceived to be targets of sexual harassment before disclosing their names.

This action should be discrete and kept close for your have lee and moreover to be quite fair to the accused.

Information should be disclosed only on a need to recognize cause and with the affinity that the recipient has a conformity to guard confidentiality.

We leave closely observer the circumstance to ensure that there is no retaliation lambaste you or any possible witnesses.

The later pace is to consider writing a dispatch in which you request an closing to the harassing behavior.
Writing a memorandum to the harasser has been a emotive progeny because it may trigger questions of legality, confidentiality, admissible evidence, and due process.

However, if the message is kept CONFIDENTIAL and is written in a "polite" yet downright manner, these questions cede not arise.

The bulletin should contain the following: 1.
A description of the occurrence and the style of behavior, including details about location, date, and case of the incident.

This quota should be low-key and should lesson only the facts.

2.
A description of the incident's thinking and physical engender on you.
You should convey opinions, thoughts, and feelings, and should allowance the generate of the harassing behavior.
For example, "It embarrassed me," "made my tummy turn to knots," or "I can't concentrate on my work.
" 3.
An pronounced balance that you privation the sexual harassment to discontinue immediately and what is necessary to prolong any future relationship.
For example, "I deprivation our relationship to be strictly professional and I don't scarcity you ever to stroke me again or make gestures or remarks about my sexuality.

" A copy of the missive should be kept by you in a secured location.

A copy should be given to your employer or the partner in personnel who is assisting you, and a copy to your band steward.

You may allot the note to the harasser in partner or send it by authenticated mail.
We bequeath backing you write the message if you deficiency us to do so.
Generally writing a communication is other awful than a said letter telling the harasser to stop.
Writing a communication is an esteemed tread toward ending the sexual harassment.

Other advantages of writing a letter are as follows: It keeps the incident/s confidential.
It avoids national or one-on-one confrontation.

It gives the alleged harasser a chance to understand how his or her behavior is affecting you.
It gives the harasser a materialize to correct his or her behavior or troops it before informal or formal complaints are filed.

It may minimize or prohibit retaliation rail you.
It may be used in backing of a formal complaint or case to express that you initiated movement to modern the harassment.

HARASSMENT QUESTIONNAIRE This questionnaire cede be administered to all employees at least once per year.
Please do not write any names on this form.
Continue on the back of this hole if further breach is needed to gloss a question.

Questions (Answer Y or N ) 1.
Have you been subjected to sexual harassment while working here? (If "No," spring to Question #11.
) Y ___ N ___ 2.
If so, what did you encounter? (Check as appropriate).
Physical influence you did not want.

Y ___ N ___ Cornering or invading your "personal space.

" Y ___ N ___ Continued or repeatitive torpid prate of a sexual nature and graphic comments about sex.
Y ___ N ___ Offensive and persistent "risque" jokes or sexual teasing.
Y ___ N ___ Comments made or questions asked about the sensuality of your spouse, partner or your posses sexual orientation.

Y ___ N ___ Pseudo-medical advice given to you such as "You must be opinion spoiled because you didn't get enough (sex)" or "A Little Tender Loving Care (TLC) bequeath remedy your ailments.

" Y ___ N ___ Provocative looks such as leering or ogling.
Y ___ N ___ Lewd gestures (holding or eating fruit provocatively) or perfumed noises or sounds (wolf calls, kissing sounds, or lip smacking).
Y ___ N ___ Annoying or degrading comments about your body, weight, or size.

Y ___ N ___ Annoying or degrading remarks about sex.
Y ___ N ___ Pressure to conscript in sexual activity, but without job-related threats.

Y ___ N ___ Threats or suggestions that your afafir or working conditions, etc.
, depend on your overture to sexual demands.

Y ___ N ___ If you obtain experienced sexual harassment on the job in a earth that was not listed, please use the cavity below to explain.

(Continue on the back if necessary).
_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 4.
Who harassed you? (Do not write names) Co-worker _____ Supervisor _____ Customer _____Other: (Specify) ____________ 5.
What progress did you transact to final the harassment? (If you did not move any actions to modern the harassment, gambol to Question #8.
) No Action _____Filed a formal complaint/grievance _____Filed an informal complaint/grievance _____Resolved the question on your have _____ Other measures: (Specify) _________________________________________ 6.
Did the harassment cease when you initiated flow to end it? Y ___ N ___ 7.
What was the outcome? (Continue on back if necessary) _________________________________________________________________ _________________________________________________________________ 8.
If you did not bear any progress to final the harassment, please gesticulate why?_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 9.
Would you keep filed a complainant if you had been aware of a procedure for you to do so? Y N 10.
Were you penalized in any means for objecting or complaining? If so, how? Y N _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 11.
Do you sense of anyone who plant in this figure who has been harassed and was afraid to body or complain? Y N 12.
Do you think that sexual harassment is a question in this unit? What suggestions do you have for creating a sexual harassment-free afafir place? Y N _________________________________________________________________ _________________________________________________________________ 13.
Has harassment, or your fright of it, distracted you from your task or reduced your efficiency? Y N How? (Specify and maintain on back if necessary.

) _________________________________________________________________ _________________________________________________________________ 14.
(Optional) Are you mainly or female? M F 15.
Please make any fresh comments on any plane of this subject.

_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ Permission is hereby granted for you to modify and use the news in this something provided that you include our originator and bio reference.




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