Sisters' Island Marine Park

Sisters' Island Marine Park

Sisters' Island Marine Park

´╗┐Sexual Harassment Policy Guidelines Sexual Harassment Policy Guidelines By Al Link and Pala Copeland - 4 Freedoms Relationship Tantra The sequential document is a obtain sexual harassment guideline for undertaking and further organizations.

Permission is hereby granted for you to transform and use the story in this something provided that you include a selection to the origin as shown at the ship of the article.

We shall bear all moderate steps to see that this sexual harassment policy is followed by all employees, supervision and others who keep influence with employees.

This prevention tactic entrust include training sessions, ongoing policing of the work site and a recognized employee search 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 annoying to the individual, which harms morale, and which interferes with the effectiveness of our business.

This includes pressure 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 perfumed comments, e.

, about a person's clothing, body, and/or sexual activities; sexually provocative compliments about a person's dress or the procedure their garments fit; comments of a sexual mind about weight, phenomenon shape, size, or figure; comments or questions about the sensuality of a person, or his/her spouse or significant other; rent unsolicited propositions for dates and/or sexual intercourse; pseudo-medical advice such as "you might be teaching blighted because you didn't secure enough" or "A little Tender Loving Care (TLC) leave restore your ailments"; continuous languishing chat of a sexual character and graphic sexual descriptions; telephone calls of a sexual nature; deprecatory comments or slurs; uttered maul or threats; sexual jokes; evocative or insulting sounds such as whistling, wolf-calls, or kissing sounds; homophobic insults.

Physical harassment: Sexual gestures, e.

, licking lips or teeth, holding or eating victuals provocatively, and salacious gestures such as hand or sign speech 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 typical venture or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up inveigh the body, mauling, attempted or actual kissing or fondling; assault, coerced sexual intercourse, attempted rape or rape.

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

Sexual favors: Persistent compel for dates, unwanted sexual advances that condition an profession benefit upon an exchange of sexual favors.

It is impermissible to suggest, threaten or imply that failing to credit a request for a date or sexual intimacy commit affect an employee’s task prospects.

For example, it is forbidden either to imply or actually withhold backing for an appointment, promotion or ameliorate of work or suggest that a poor stunt data consign be given because an employee has declined a personal proposition.

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

Any employee found to posses violated this policy shall be argument to thieve disciplinary flow according to the findings of the complaint investigation.

If an investigation reveals that sexual harassment has occurred, the harasser may also be held legally answerable for his or her actions underneath provincial and governmental law.
Anyone forging a false claim of sexual harassment leave also be burden to disciplinary action.

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

Complaints of such retaliation entrust be promptly and thoroughly investigated.

Sexual harassment can arise in any situation, but is especially standard in situations where there is a fastness imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, rank or class differences.

Sexual harassment, however, can also befall between peers.

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

Sexual harassment further occurs between members of the equivalent sex.
Sexual harassment differs from aseptic sexual allure because it is unwelcome and unsolicited.

Sexual conduct becomes illegal only when it is unwelcome.

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

NOTE: An employee who was previously involved in a common consenting close relationship with another comrade maintains his or her entitlement to protection from sexual harassment, but s/he should acquaint the supplementary gang that any more sexual advances are unwelcome.

Sexual harassment degrades all individuals 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 business 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; have a copy.

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

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

We entrust speak with the accused at your request and inform them about illicit conduct and its consequences.

We obtain a zero-tolerance policy for sexual harassment.

If the happening is confirmed, the offending employee faces the subsequent manageable sanctions: spoken or written reprimand, opposite evaluation, contradiction of promotion, poor recommendations, suspension, demotion, forced resignation, and termination.

We cede make every effort to originate an atmosphere of comfort for recipients of sexual harassment to request help in the resolution of complaints, but at the alike juncture we cede further preserve 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 opposite of employment or calling benefits.

The unwelcome, intentional touching of a person’s recognized entity areas is sufficiently abusive to be considered severe, and even a single afair 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 sinner was told to stop.
It is great for the victim to divulge that the conduct is unwelcome, particularly when the alleged harasser may hold 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 obtain a "sexual nature" that are annoying and annoying, but may not be sexual harassment.

These hurtful behaviors in the workplace ruin the working environment.

Therefore, these acts obtain been labeled sexual pollution.

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

It is an vexing action and should be considered improper.
Examples of sexual pollution are: continuous "pet" title calling, such as "baby," "sweetie, "or " honey"; referring to an friend 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, alert displays of written and pictorial erotica, or nude photographs or posters (such as a nude notebook centerfold) in the workplace, and continuous flair giving with the intention of recipience sexual favors in return.

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

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

The "reasonable person” regular bequeath 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, duration for word.

Include the names of witnesses, if any.

Keep notes in a chronicle or magazine to manifest a continuous record.

Send a dated, certified, return-receipt letter to the harasser, asking that the harassment stop, and have a copy for yourself.
Use your telephone answering appliance to tape phone calls from the harasser, and reuse phone messages that are left for you.
Keep the records in a innoxious place, away from work.
Documentation entrust be needed if you must garrison yourself in court or before an administrative hearing panel.
Document your work.
Keep copies of accomplishment evaluations and memos that attest to the standard of your work.
The harasser may query your business act in command 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 will you benefit, you may learn of others who own had matching experiences who can offer strategies for dealing with the harassment and support.

Look for witnesses and other victims.

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

Two accusations are much harder to ignore.

Get the band steward involved remedy away.

REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT If you retain been discriminated lambaste on the actuation of sex, you are entitled to a amend that leave cranny you in the stratum you would retain been in if the discrimination had never occurred.

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

You may furthermore be entitled to damages to compensate you for future financial losses, cognitive anguish and inconvenience.

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

You may further 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 touch victimized by such behavior.
Review your attitudes and actions toward others.

Examine how others behave to what you do and say.

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

Consider the impression you obtain on other's attitudes toward their task 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 reckon that others entrust apprise you if they are offended or harassed by what you prattle or do.
Be aware of other's emotions and responses to sexual harassment.

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

When a complaint of sexual harassment is received we bequeath move the succeeding actions: 1.
Question both parties in detail.
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 chance logically? Are both accounts externally consistent? Does the victim's balance jibe with the testimony of witnesses? Does the accused's account jibe with the testimony of witnesses? Did the accused obtain case to do what the victim alleged? Does the victim retain any possible reason for falsely implicating the accused? Could the harassment hold happened at the occasion and location specified? Despite the detail that there were no witnesses, could the harassment hold taken cubby-hole at the situation and the location? We consign not surmise the accused is guilty, but neither commit we attach much significance to a common denial by the accused harasser.
We entrust aim totally 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 nation who empitic the accuser's demeanor immediately after the alleged circumstance of harassment 3.
Checking out family with whom the alleged victim discussed the incident (e.

, co-workers, a doctor, or a counselor).
We leave ask supplementary 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 more complaints, either by the victim or additional employees.

We will transpire up on evidence that further employees were sexually harassed by the equivalent person.

In edict to make a logical and just scoffing on a sexual harassment complaint we scarcity to find out as much data as we can, not only on the incident itself, but moreover on the victim's and accuser's personalities, surroundings, and relationships.

To accomplish this task, we deficiency to not only ask many questions of the victim and accuser, but further of any witnesses to the event 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 appendage to or since the incident? Who may posses observed 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 conjecture of (name the employee) in a sexual way? Have you ever touched (name the employee)? Have you tried to canoodle (name the employee)? (Describe the alleged incident.

) Please allot me your version of the incident.

Did you name (name the employee) backing with his/her employment 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 chronicle any inappropriate or affronting behavior that you have experienced or witnessed.

Are there any scheme pictures or posters displayed which offend you or someone else? Have abusive jokes or comments been made about connections in the department? (If the interpretation to the above problem is yes then ask:) Who made these remarks and what was said? Specific to the adventure (describe the occasion and vocation of the incident, then ask:), Did you decree anything in your territory that may posses disturbed you or another employee? Did you hear a vocabulary involving (name the employee)? Did you see anyone language to this employee? Did you endure any interaction between this employee and a co-worker or supervisor? MYTHS ABOUT SEXUAL HARASSMENT The complainant wanted the urgency or enjoyed it.

The complainant's physical guise or garb enticed the harasser.
The complainant probably falsified the afair information 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 condemn women and 90% rail men).
Sexual harassment is only teasing and an ingenuous flirtation sport.

Sexual harassment is rare in the workplace.

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

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

It can be markedly disruptive to one's lifestyle to facade a continuous attack of unwanted comments, to rearrange one's diary to escape certain people, and to neatly live in a constant department of wariness.

As a result, harassment can obtain devastating effects on one's achievement at work, one's comfort and self-esteem and physical health.
Often, relatives are afraid of addressing the harassment they experience because they hysteria that the perpetrator will exercise their fastness in a disadvantageous way.

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

People who are sexually harassed often wrongly suppose that the lead of their debate is in their hold conduct, and therefore are uncommonly hesitant to confront the instigator, or to discuss the query with an warrant or even a friend.

Others try to downplay the existence of the harassment in the hopes that it entrust smartly 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 conjecture that if you keep been the victim of sexual harassment you may not have told the harasser to gap for a variety of reasons.

If you come shameless to us with your complaint, this is how we entrust aegis you.
We will not boost your complaint as trivial.
All complaints cede be taken seriously, but there is a comprehensive subtlety of difference between incidents.

You and the man accused will be advised of your right to coalition representation.

Less serious complaints can be handled informally.

For example, the executive may call in the partner who has been complained about and summarize the policy and make admonishments where essential for the employee to adjust his or her behavior.
We will boon try to resolve the progeny informally without a formal complaint, unless the circumstance was unambiguous and severe, in which juncture a formal procedure consign be implemented immediately.

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

You leave not be pressured to handle the afair informally.

If the case is adequately resolved with an informal procedure, no fresh locomotion shall be taken.

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

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

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

" Telling the harasser to delay entrust often dissuade the harasser from later and supplementary progressive acts of sexual harassment.

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

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

You should seek announcement about others who may posses been similarly harassed, but it would be renovate to do this only after you gibber to us.

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

You commit lack to impact the people perceived to be targets of sexual harassment before disclosing their names.

This flow should be discrete and kept intimate for your posses lee and furthermore to be fairly just to the accused.

Information should be disclosed only on a lack to notice ground and with the affinity that the recipient has a respect to defend confidentiality.

We commit closely watchdog the case to ensure that there is no retaliation lambaste you or any feasible witnesses.

The subsequent footslog is to consider writing a missive in which you request an second to the harassing behavior.
Writing a communication to the harasser has been a touchy children 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 unqualified manner, these questions consign not arise.

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

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

A description of the incident's reasoning and physical generate on you.
You should convey opinions, thoughts, and feelings, and should portion 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 marked report that you want the sexual harassment to discontinue immediately and what is requisite to prolong any future relationship.
For example, "I need our relationship to be strictly professional and I don't deprivation you ever to feel me again or make gestures or remarks about my sexuality.

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

A copy should be given to your gaffer or the fellow in personnel who is assisting you, and a copy to your cooperative steward.

You may allot the letter to the harasser in companion or send it by endorsed mail.
We bequeath help you write the missive if you want us to do so.
Generally writing a dispatch is other powerful than a spoken communication telling the harasser to stop.
Writing a dispatch is an superior walk toward ending the sexual harassment.

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

It gives the alleged harasser a transpire to comprehend how his or her behavior is affecting you.
It gives the harasser a happen to better his or her behavior or fortify it before informal or formal complaints are filed.

It may minimize or deter retaliation rail you.
It may be used in offices of a formal complaint or trial to declare that you initiated motion to final the harassment.

HARASSMENT QUESTIONNAIRE This questionnaire bequeath 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 den if additional cavity is needed to answer 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 effect you did not want.

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

" Y ___ N ___ Continued or repeated lstless speak of a sexual character 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, comrade or your retain sexual orientation.

Y ___ N ___ Pseudo-medical advice given to you such as "You must be creed bad because you didn't achieve enough (sex)" or "A Little Tender Loving Care (TLC) leave cure 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 proposition to sexual demands.

Y ___ N ___ If you hold experienced sexual harassment on the task in a tunnel that was not listed, please use the cavity 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 motility did you take to closing the harassment? (If you did not take any actions to end the harassment, skip to Question #8.
) No Action _____Filed a formal complaint/grievance _____Filed an informal complaint/grievance _____Resolved the issue on your keep _____ Other measures: (Specify) _________________________________________ 6.
Did the harassment cease when you initiated locomotion to later it? Y ___ N ___ 7.
What was the outcome? (Continue on back if necessary) _________________________________________________________________ _________________________________________________________________ 8.
If you did not manage any motion to hindmost the harassment, please gesticulate why?_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 9.
Would you retain filed a complainant if you had been aware of a system 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 sense of anyone who plant in this digit who has been harassed and was afraid to item or complain? Y N 12.
Do you surmise that sexual harassment is a interrogation in this unit? What suggestions do you own for creating a sexual harassment-free job place? Y N _________________________________________________________________ _________________________________________________________________ 13.
Has harassment, or your fear of it, distracted you from your afafir or reduced your efficiency? Y N How? (Specify and perpetuate on back if necessary.

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

_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ Permission is hereby granted for you to change and use the data in this phenomenon provided that you include our source and bio reference.

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