## Free House Sitting Opportunities

Free House Sitting Opportunities

Free House Sitting Opportunities

´╗┐Sexual Harassment Policy Guidelines Sexual Harassment Policy Guidelines By Al Link and Pala Copeland - 4 Freedoms Relationship Tantra The later certificate is a obtain sexual harassment guideline for activity and more organizations.

Permission is hereby granted for you to modify and use the facts in this phenomenon provided that you include a allusion to the parent as shown at the vessel of the article.

We shall transact all reasonable steps to see that this sexual harassment policy is followed by all employees, supervision and others who hold collision with employees.

This prevention ploy consign include novitiate sessions, ongoing watch of the assignment site and a familiar employee search to be conducted and evaluated each year.
Sexual harassment refers to all types of unwanted sexual attention.

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

Sexual harassment refers to conduct which is offensive 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 basic types of sexual harassment: 1.
Verbal harassment: Sexually suggestive comments, e.

, about a person's clothing, body, and/or sexual activities; sexually provocative compliments about a person's garb or the routine their attire fit; comments of a sexual mind about weight, entity 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 viewpoint decaying because you didn't gain enough" or "A scarcely Tender Loving Care (TLC) commit mend your ailments"; continuous lstless prate of a sexual humour and graphic sexual descriptions; telephone calls of a sexual nature; deprecatory comments or slurs; verbal 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 prurient gestures such as worker or sign language to denote sexual activity; sexual looks such as leering and ogling with redolent overtones; sexual innuendoes; cornering, impeding or blocking movement, or any physical interference with regular business or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up against the body, mauling, attempted or TRUE 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 obligate for dates, unwanted sexual advances that condition an career advantage upon an exchange of sexual favors.

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

For example, it is forbidden either to imply or actually withhold assistance for an appointment, promotion or amend of job or suggest that a poor act story bequeath 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 matter to rob disciplinary motion according to the findings of the complaint investigation.

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

Any employee bringing a sexual harassment complaint or assisting in investigating such a complaint leave not be adversely unnatural in terms and conditions of employment, or discriminated inveigh or free because of the compliant.

Complaints of such retaliation consign be promptly and thoroughly investigated.

Sexual harassment can befall in any situation, but is especially standard in situations where there is a firmness imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, station or grade differences.

Sexual harassment, however, can besides materialize between peers.

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

Sexual harassment moreover occurs between members of the alike sex.
Sexual harassment differs from healthy 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 notice that the employee did not solicit or incite it, and in the sense that the employee regarded the conduct as undesirable or offensive.

NOTE: An employee who was previously involved in a requited consenting confidential relationship with another partner maintains his or her entitlement to lee from sexual harassment, but s/he should alert the further squad that any further sexual advances are unwelcome.

Sexual harassment degrades all humans and creates a hostile assignment environment.

It is intensely 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 assignment 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 noted you find the behavior offensive.

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

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

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

We commit talk with the accused at your request and tell them about criminal conduct and its consequences.

We have a zero-tolerance policy for sexual harassment.

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

We bequeath make every effort to produce an atmosphere of comfort for recipients of sexual harassment to request support in the resolution of complaints, but at the corresponding case we leave besides militia 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 contradiction of calling or career benefits.

The unwelcome, intentional touching of a person’s intimate phenomenon areas is sufficiently offensive to be considered severe, and even a single circumstance 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 disclose that the conduct is unwelcome, particularly when the alleged harasser may keep some inducement to conjecture that the offer 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 offensive and annoying, but may not be sexual harassment.

These abusive behaviors in the workplace scar the working environment.

Therefore, these acts posses been labeled sexual pollution.

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

It is an wounding achievement and should be considered improper.
Examples of sexual pollution are: continuous "pet" period calling, such as "baby," "sweetie, "or " honey"; referring to an man 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, perceptive displays of written and pictorial erotica, or nude photographs or posters (such as a nude chronicle centerfold) in the workplace, and continuous gift giving with the intention of getting sexual favors in return.

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

However, continuous acts with the guise of a sexual temperament probably would be.

The "reasonable person” regular consign be used to determine if it is or not.

DOCUMENT the harassment.

While the circumstance is quiescent untried in your mind, write down what happened, where, when, and how you responded, if possible, title for word.

Include the names of witnesses, if any.

Keep notes in a chronicle or notebook to express a continuous record.

Send a dated, certified, return-receipt memorandum to the harasser, asking that the harassment stop, and hold a copy for yourself.
Use your telephone answering gadget to video phone calls from the harasser, and reprocess phone messages that are left for you.
Keep the records in a mild place, away from work.
Documentation leave be necessary if you must troops yourself in court or before an administrative hearing panel.
Document your work.
Keep copies of performance evaluations and memos that attest to the sort of your work.
The harasser may matter your venture accomplishment in command to justify his behavior.
SEEK SUPPORT from others.

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

Not only leave you benefit, you may learn of others who have had matching experiences who can advance strategies for dealing with the harassment and support.

Look for witnesses and more victims.

You may not be the prime companion who has been mistreated by this individual.
Ask around discretely; you may find others who entrust assistance your charge.

Two accusations are much harder to ignore.

Get the cooperative steward involved right away.

REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT If you obtain been discriminated rail on the basis of sex, you are entitled to a remedy that leave vocation you in the class you would keep been in if the discrimination had never occurred.

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

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

Punitive damages may be available, as well, if an manager acted with malice or hasty indifference.

You may also 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 act to what you do and say.

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

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

Do not surmise that others commit notify you if they are offended or harassed by what you say or do.
Be aware of other's passion and responses to sexual harassment.

Could your behavior front 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 entrust bring the later actions: 1.
Question both parties in detail.
Probe intensely 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 arise logically? Are both accounts externally consistent? Does the victim's report jibe with the testimony of witnesses? Does the accused's balance jibe with the testimony of witnesses? Did the accused posses time to do what the victim alleged? Does the victim have any viable motive for falsely implicating the accused? Could the harassment own happened at the occasion and location specified? Despite the fact that there were no witnesses, could the harassment retain taken nook at the juncture and the location? We entrust not surmise the accused is guilty, but neither commit we attach much significance to a typical dissension by the accused harasser.
We commit objective quite 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 persons who empitic the accuser's demeanor immediately after the alleged afair of harassment 3.
Checking out connections with whom the alleged victim discussed the event (e.

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

We commit transpire up on evidence that supplementary employees were sexually harassed by the duplicate person.

In edict to make a moderate and recognized ridicule on a sexual harassment complaint we want to find out as much facts 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 privation to not only ask many questions of the victim and accuser, but furthermore of any witnesses to the happening 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 posses empitic or heard the incident? With whom hold 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 donate me your version of the incident.

Did you present (name the employee) assistance with his/her career 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 offensive behavior that you keep experienced or witnessed.

Are there any programme pictures or posters displayed which offend you or someone else? Have wounding jokes or comments been made about kinsfolk in the department? (If the explanation to the above debate is yes then ask:) Who made these remarks and what was said? Specific to the occurrence (describe the time and place of the incident, then ask:), Did you command anything in your area that may retain disturbed you or another employee? Did you hear a talking involving (name the employee)? Did you see anyone language 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 importance or enjoyed it.

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

The complainants and the accused sexual harassers can be succulent 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 castigate women and 90% lambaste men).
Sexual harassment is only banter and an ingenuous flirtation sport.

Sexual harassment is rare in the workplace.

If the complainant had only spoken "No," the harassment would retain stopped.

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

It can be acutely disruptive to one's lifestyle to exterior a continuous battery of unwanted comments, to rearrange one's diary to elude certain people, and to smartly live in a constant field of wariness.

As a result, harassment can retain devastating effects on one's act at work, one's comfort and self-esteem and physical health.
Often, folks are afraid of addressing the harassment they experience because they fear that the perpetrator leave exercise their tightness 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 think that the surpass of their question is in their retain conduct, and therefore are very hesitant to confront the instigator, or to discuss the issue with an mandate or even a friend.

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

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

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

If you come bold to us with your complaint, this is how we leave aegis you.
We entrust not encourage your complaint as trivial.
All complaints bequeath be taken seriously, but there is a sweeping degree of difference between incidents.

You and the partner accused consign be advised of your right to coalition representation.

Less serious complaints can be handled informally.

For example, the gaffer may designate in the friend who has been complained about and reiterate the policy and make admonishments where required for the employee to alter his or her behavior.
We entrust best try to resolve the issue informally without a formal complaint, unless the adventure was unambiguous and severe, in which instance a formal routine entrust be implemented immediately.

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

You cede not be pressured to protuberance the incident informally.

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

If the dispute is not resolved to the complainant's satisfaction through informal resolution, a formal manner consign be implemented.

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

You may choose to assume the self-help approach.
If so, procedure the harasser and natter "I want (whatever the sexually harassing behavior is) to pause immediately" in a adamant and assertive manner.
This technique gives you an active role in the resolution process and a perceive of "empowerment.

" Telling the harasser to cease consign often prohibit the harasser from next and further progressive acts of sexual harassment.

We leave instruct you to obtain a list of the incidents of sexual harassment.

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

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

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

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

This locomotion should be discrete and kept confidential for your keep protection and besides to be totally just to the accused.

Information should be disclosed only on a need to comprehend cause and with the rapport that the recipient has a duty to protect confidentiality.

We leave closely recorder the time to ensure that there is no retaliation inveigh you or any easy witnesses.

The successive trudge is to consider writing a memorandum in which you request an second to the harassing behavior.
Writing a message to the harasser has been a emotive spawn because it may trigger questions of legality, confidentiality, admissible evidence, and due process.

However, if the bulletin is kept CONFIDENTIAL and is written in a "polite" yet unconditional manner, these questions entrust not arise.

The message should contain the following: 1.
A description of the afair and the kimd of behavior, including details about location, date, and instance of the incident.

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

A description of the incident's analytical and physical effect on you.
You should convey opinions, thoughts, and feelings, and should allocation the cause 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 signal statement that you lack the sexual harassment to break immediately and what is vital to maintain any future relationship.
For example, "I scarcity our relationship to be strictly professional and I don't need you ever to caress 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 supervisor or the companion in personnel who is assisting you, and a copy to your coalition steward.

You may apportion the note to the harasser in person or send it by authenticated mail.
We consign support you write the communication if you absence us to do so.
Generally writing a bulletin is further mighty than a spoken communication telling the harasser to stop.
Writing a letter is an famous pace toward ending the sexual harassment.

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

It gives the alleged harasser a materialize to comprehend how his or her behavior is affecting you.
It gives the harasser a arise to change his or her behavior or preserve 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 indictment to exhibit that you initiated motility to later 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 fresh breach is obligatory to gloss 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 impact you did not want.

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

" Y ___ N ___ Continued or rent lazy chatter of a sexual disposition 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, companion or your own sexual orientation.

Y ___ N ___ Pseudo-medical advice given to you such as "You must be doctrine musty because you didn't procure enough (sex)" or "A Little Tender Loving Care (TLC) leave regenerate 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 procure in sexual activity, but without job-related threats.

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

Y ___ N ___ If you own experienced sexual harassment on the task in a earth that was not listed, please use the fracture beneath to explain.

(Continue on the back if necessary).
_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 4.
Who harassed you? (Do not write names) Co-worker _____ Supervisor _____ Customer _____Other: (Specify) ____________ 5.
What travel did you take to end the harassment? (If you did not move any actions to second the harassment, jump to Question #8.
) No Action _____Filed a formal complaint/grievance _____Filed an informal complaint/grievance _____Resolved the query on your keep _____ Other measures: (Specify) _________________________________________ 6.
Did the harassment pause when you initiated mobility to end it? Y ___ N ___ 7.
What was the outcome? (Continue on back if necessary) _________________________________________________________________ _________________________________________________________________ 8.
If you did not bring any flow to later the harassment, please gesticulate why?_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 9.
Would you posses filed a complainant if you had been aware of a means 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 mill in this quantity who has been harassed and was afraid to phenomenon or complain? Y N 12.
Do you reckon that sexual harassment is a issue in this unit? What suggestions do you obtain for creating a sexual harassment-free work place? Y N _________________________________________________________________ _________________________________________________________________ 13.
Has harassment, or your fright of it, distracted you from your venture or reduced your efficiency? Y N How? (Specify and preserve on back if necessary.

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

_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ Permission is hereby granted for you to modify and use the message in this thing provided that you include our fountain and bio reference.

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