## International Pet Sitters Association

International Pet Sitters Association




International Pet Sitters Association



´╗┐Sexual Harassment Policy Guidelines Sexual Harassment Policy Guidelines By Al Link and Pala Copeland - 4 Freedoms Relationship Tantra The next docket is a enrol sexual harassment guideline for venture and other organizations.

Permission is hereby granted for you to adapt and use the report in this entity provided that you include a extract to the fountain as shown at the vessel of the article.

We shall manage all logical steps to see that this sexual harassment policy is followed by all employees, supervision and others who posses impression with employees.

This prevention expedient commit include traineeship sessions, ongoing monitoring of the undertaking site and a familiar employee examine to be conducted and evaluated each year.
Sexual harassment refers to all types of unwanted sexual attention.

Sexual harassment does not mean irregular 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 compel to provide sexual favors, and offensive, intimidating comments or actions concerning one's gender or sexual orientation.

There are four rebellious types of sexual harassment: 1.
Verbal harassment: Sexually aromatic comments, e.

g.
, about a person's clothing, body, and/or sexual activities; sexually provocative compliments about a person's garments or the way their garb 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; cyclical unsolicited propositions for dates and/or sexual intercourse; pseudo-medical advice such as "you might be creed mildewed because you didn't procure enough" or "A seldom Tender Loving Care (TLC) consign restore your ailments"; continuous inert talk of a sexual disposition and graphic sexual descriptions; telephone calls of a sexual nature; derogatory comments or slurs; said bully or threats; sexual jokes; redolent 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 meal provocatively, and lascivious gestures such as worker or token utterance to denote sexual activity; sexual looks such as leering and ogling with evocative overtones; sexual innuendoes; cornering, impeding or blocking movement, or any physical interference with regular afafir or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up castigate the body, mauling, attempted or authentic 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 necessitate for dates, unwanted sexual advances that condition an career gain upon an exchange of sexual favors.

It is impermissible to suggest, threaten or imply that blunder to surmise a request for a date or sexual intimacy consign affect an employee’s assignment prospects.

For example, it is forbidden either to imply or actually withhold aegis for an appointment, promotion or amend of undertaking or suggest that a poor performance news consign be given because an employee has declined a personal proposition.

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

Any employee found to hold violated this policy shall be theme to appropriate disciplinary movement according to the findings of the complaint investigation.

If an check reveals that sexual harassment has occurred, the harasser may furthermore be held legally explicable for his or her actions subservient provincial and public law.
Anyone creation a false claim of sexual harassment will moreover be subject to disciplinary action.

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

Complaints of such retaliation leave be promptly and thoroughly investigated.

Sexual harassment can materialize in any situation, but is especially average in situations where there is a force imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, status or grade differences.

Sexual harassment, however, can moreover materialize between peers.

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

Sexual harassment further occurs between members of the twin sex.
Sexual harassment differs from sterile sexual magnetism because it is unwelcome and unsolicited.

Sexual conduct becomes illegal 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 reciprocal consenting familiar relationship with another fellow maintains his or her entitlement to refuge from sexual harassment, but s/he should warn the further gang that any further sexual advances are unwelcome.

Sexual harassment degrades all tribe and creates a hostile business environment.

It is extremely 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 venture 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 marked you find the behavior offensive.

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

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

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

We will prate with the accused at your request and advise them about criminal conduct and its consequences.

We own a zero-tolerance policy for sexual harassment.

If the adventure is confirmed, the offending employee faces the following easy sanctions: uttered or written reprimand, negative evaluation, refusal of promotion, poor recommendations, suspension, demotion, forced resignation, and termination.

We entrust make every effort to produce an atmosphere of comfort for recipients of sexual harassment to request backing in the resolution of complaints, but at the duplicate point we entrust moreover protect 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 negative of vocation or job benefits.

The unwelcome, intentional touching of a person’s known phenomenon areas is sufficiently hurtful to be considered severe, and even a single episode can be considered as harassment.

Asking someone for a date is not considered severe.

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

These annoying behaviors in the workplace damage the working environment.

Therefore, these acts hold been labeled sexual pollution.

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

It is an abusive performance and should be considered improper.
Examples of sexual pollution are: continuous "pet" name calling, such as "baby," "sweetie, "or " honey"; referring to an individual as a "hunk," "fox," or "broad"; referring to men in typical as "dogs," "swine," or to women as "bitches," "wenches, " or "chicks"; remarks of a sexual nature, bright displays of written and pictorial erotica, or nude photographs or posters (such as a nude notebook centerfold) in the workplace, and continuous capacity giving with the intention of taking sexual favors in return.

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

However, continuous acts with the front of a sexual mind probably would be.

The "reasonable person” normal bequeath be used to determine if it is or not.

DOCUMENT the harassment.

While the afair is torpid untried in your mind, write down what happened, where, when, and how you responded, if possible, phrase for word.

Include the names of witnesses, if any.

Keep notes in a daybook or logbook to demonstrate a continuous record.

Send a dated, certified, return-receipt memorandum to the harasser, asking that the harassment stop, and keep a copy for yourself.
Use your telephone answering appliance to tape phone calls from the harasser, and recycle phone messages that are left for you.
Keep the records in a mild place, away from work.
Documentation leave be necessary if you must preserve yourself in court or before an administrative hearing panel.
Document your work.
Keep copies of stunt evaluations and memos that attest to the quality of your work.
The harasser may interrogation your assignment deed in decree to justify his behavior.
SEEK SUPPORT from others.

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

Not only cede you benefit, you may learn of others who hold had similar experiences who can quote strategies for dealing with the harassment and support.

Look for witnesses and further victims.

You may not be the peak partner who has been mistreated by this individual.
Ask around discretely; you may find others who cede offices your charge.

Two accusations are much harder to ignore.

Get the cooperative steward involved amend away.

REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT If you posses been discriminated lambaste on the actuation of sex, you are entitled to a amend that consign calling you in the position you would keep been in if the discrimination had never occurred.

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

You may moreover be entitled to damages to indemnify you for future monetary losses, logical anguish and inconvenience.

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

You may besides 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 observe victimized by such behavior.
Review your attitudes and actions toward others.

Examine how others act to what you do and say.

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

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

Do not imagine that others cede inform you if they are offended or harassed by what you speak or do.
Be aware of other's passion and responses to sexual harassment.

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

When a complaint of sexual harassment is received we commit move the subsequent actions: 1.
Question both parties in detail.
2.
Probe keenly 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 invoice jibe with the testimony of witnesses? Does the accused's report jibe with the testimony of witnesses? Did the accused own point to do what the victim alleged? Does the victim hold any viable actuation for falsely implicating the accused? Could the harassment keep happened at the occasion and location specified? Despite the truth that there were no witnesses, could the harassment own taken cranny at the case and the location? We will not reckon the accused is guilty, but neither will we attach much significance to a standard negative by the accused harasser.
We leave pursuit fully and thoroughly for evidence that corroborates either side's story.

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

g.
, co-workers, a doctor, or a counselor).
We will ask more employees if they noticed changes in the accusing individual's behavior at afafir or in the alleged harasser's treatment of him or her.
We entrust look for evidence of further complaints, either by the victim or further employees.

We leave transpire up on evidence that more employees were sexually harassed by the identical person.

In rule to make a reasonable and lawful mockery on a sexual harassment complaint we deficiency to find out as much information as we can, not only on the adventure itself, but also on the victim's and accuser's personalities, surroundings, and relationships.

To accomplish this task, we need to not only ask many questions of the victim and accuser, but moreover of any witnesses to the circumstance 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 codicil to or since the incident? Who may posses seen or heard the incident? With whom have 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 reckon of (name the employee) in a sexual way? Have you ever touched (name the employee)? Have you tried to kiss (name the employee)? (Describe the alleged incident.

) Please consign me your version of the incident.

Did you name (name the employee) support with his/her calling 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 vexing behavior that you keep experienced or witnessed.

Are there any programme pictures or posters displayed which offend you or someone else? Have vexing jokes or comments been made about kin in the department? (If the key to the above issue is yes then ask:) Who made these remarks and what was said? Specific to the incident (describe the situation and alcove of the incident, then ask:), Did you dictate anything in your sector that may posses disturbed you or another employee? Did you hear a speaking involving (name the employee)? Did you see anyone vocabulary to this employee? Did you stroke any interaction between this employee and a co-worker or supervisor? MYTHS ABOUT SEXUAL HARASSMENT The complainant wanted the emphasis or enjoyed it.

The complainant's physical front or costume enticed the harasser.
The complainant probably falsified the event story of sexual harassment.

The complainants and the accused sexual harassers can be easily 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 lambaste women and 90% inveigh men).
Sexual harassment is only badinage and an naive flirtation sport.

Sexual harassment is incidential in the workplace.

If the complainant had only uttered "No," the harassment would posses stopped.

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

It can be keenly disruptive to one's lifestyle to front a continuous attack of unwanted comments, to rearrange one's scheme to duck certain people, and to plainly live in a constant sector of wariness.

As a result, harassment can retain devastating effects on one's action at work, one's comfort and self-esteem and physical health.
Often, family are afraid of addressing the harassment they experience because they fear that the perpetrator cede exercise their strength in a disadvantageous way.

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

People who are sexually harassed often wrongly conjecture that the bob of their debate is in their have conduct, and therefore are extraordinary hesitant to confront the instigator, or to discuss the query with an instruction or even a friend.

Others try to downplay the existence of the harassment in the hopes that it entrust simply end.

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

We surmise that if you retain been the victim of sexual harassment you may not hold told the harasser to stop for a variety of reasons.

If you come shameless to us with your complaint, this is how we bequeath support you.
We commit not nurture your complaint as trivial.
All complaints bequeath be taken seriously, but there is a sweeping nuance of difference between incidents.

You and the friend accused leave be advised of your rectify to league representation.

Less serious complaints can be handled informally.

For example, the manager may dub in the partner who has been complained about and summarize the policy and make admonishments where requisite for the employee to change his or her behavior.
We consign first try to resolve the family informally without a formal complaint, unless the happening was unambiguous and severe, in which circumstance a formal routine leave be implemented immediately.

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

You commit not be pressured to protuberance the occurrence informally.

If the situation is adequately resolved with an informal procedure, no more mobility shall be taken.

If the issue is not resolved to the complainant's enjoyment through informal resolution, a formal fashion entrust be implemented.

We bequeath ask you if you endure comfortable asking the harasser to stop, or would prefer third-party intervention from us.

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

" Telling the harasser to gap entrust often stop the harasser from successive and other progressive acts of sexual harassment.

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

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

You should seek report about others who may keep been similarly harassed, but it would be change to do this only after you natter to us.

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

You bequeath deficiency to impression the nation perceived to be targets of sexual harassment before disclosing their names.

This motion should be discrete and kept confidential for your keep cover and further to be quite reasonable to the accused.

Information should be disclosed only on a deficiency to recognize inducement and with the understanding that the recipient has a dutifulness to militia confidentiality.

We leave closely monitor the case to ensure that there is no retaliation rail you or any attainable witnesses.

The following step is to consider writing a missive in which you request an modern to the harassing behavior.
Writing a note to the harasser has been a delicate descendants because it may trigger questions of legality, confidentiality, admissible evidence, and due process.

However, if the dispatch is kept CONFIDENTIAL and is written in a "polite" yet absolute manner, these questions will not arise.

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

This slice should be low-key and should lecture only the facts.

2.
A description of the incident's analytical and physical engender on you.
You should convey opinions, thoughts, and feelings, and should share the originate of the harassing behavior.
For example, "It embarrassed me," "made my innards turn to knots," or "I can't concentrate on my work.
" 3.
An striking invoice that you scarcity the sexual harassment to halt immediately and what is essential to sustain any future relationship.
For example, "I scarcity our relationship to be strictly professional and I don't need you ever to endure me again or make gestures or remarks about my sexuality.

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

A copy should be given to your manager or the companion in personnel who is assisting you, and a copy to your group steward.

You may apportion the note to the harasser in comrade or send it by official mail.
We will aegis you write the memorandum if you absence us to do so.
Generally writing a communication is more fearsome than a spoken note telling the harasser to stop.
Writing a note is an great march toward ending the sexual harassment.

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

It gives the alleged harasser a happen to know how his or her behavior is affecting you.
It gives the harasser a arise to amend his or her behavior or protect it before informal or formal complaints are filed.

It may minimize or discourage retaliation condemn you.
It may be used in help of a formal complaint or action to exhibit that you initiated moving to later the harassment.

HARASSMENT QUESTIONNAIRE This questionnaire will 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 sett if supplementary opening is necessary to key a question.

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

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

" Y ___ N ___ Continued or habitual languishing gossip of a sexual mind 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, individual or your hold sexual orientation.

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

" Y ___ N ___ Provocative looks such as leering or ogling.
Y ___ N ___ Lewd gestures (holding or eating fruit provocatively) or suggestive 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 work or working conditions, etc.
, depend on your proposition to sexual demands.

Y ___ N ___ If you keep experienced sexual harassment on the assignment in a sett that was not listed, please use the breach unbefitting to explain.

(Continue on the back if necessary).
_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 4.
Who harassed you? (Do not write names) Co-worker _____ Supervisor _____ Customer _____Other: (Specify) ____________ 5.
What flow did you bear to final the harassment? (If you did not transact any actions to modern the harassment, spring to Question #8.
) No Action _____Filed a formal complaint/grievance _____Filed an informal complaint/grievance _____Resolved the issue on your have _____ Other measures: (Specify) _________________________________________ 6.
Did the harassment stop when you initiated movement to hindmost it? Y ___ N ___ 7.
What was the outcome? (Continue on back if necessary) _________________________________________________________________ _________________________________________________________________ 8.
If you did not bring any movement to final the harassment, please indicate why?_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 9.
Would you posses filed a complainant if you had been aware of a method for you to do so? Y N 10.
Were you penalized in any system for objecting or complaining? If so, how? Y N _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 11.
Do you understand of anyone who foundry in this cipher who has been harassed and was afraid to object or complain? Y N 12.
Do you conjecture that sexual harassment is a dispute in this unit? What suggestions do you hold for creating a sexual harassment-free afafir place? Y N _________________________________________________________________ _________________________________________________________________ 13.
Has harassment, or your trepidation of it, distracted you from your work or reduced your efficiency? Y N How? (Specify and continue on back if necessary.

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

_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ Permission is hereby granted for you to alter and use the facts in this object provided that you include our author and bio reference.




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