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

Permission is hereby granted for you to transform and use the facts in this device provided that you include a passage to the originator as shown at the ship of the article.

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

This prevention device consign include traineeship sessions, ongoing policing of the task site and a known employee survey 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 wounding to the individual, which harms morale, and which interferes with the effectiveness of our business.

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

There are four elementary types of sexual harassment: 1.
Verbal harassment: Sexually reminiscent comments, e.

, about a person's clothing, body, and/or sexual activities; sexually provocative compliments about a person's costume or the fashion their clothes fit; comments of a sexual temper about weight, device 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 musty because you didn't achieve enough" or "A little Tender Loving Care (TLC) cede heal your ailments"; continuous lstless gibber of a sexual nature and graphic sexual descriptions; telephone calls of a sexual nature; pejorative comments or slurs; uttered bully 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 lewd gestures such as labourer or symbol speech to denote sexual activity; sexual looks such as leering and ogling with suggestive overtones; sexual innuendoes; cornering, impeding or blocking movement, or any physical interference with common activity or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up against the body, mauling, attempted or pure 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 require for dates, unwanted sexual advances that condition an vocation sake upon an exchange of sexual favors.

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

For example, it is forbidden either to imply or actually withhold backing for an appointment, promotion or revise of afafir or suggest that a poor achievement news entrust be given because an employee has declined a personal proposition.

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

Any employee found to keep violated this policy shall be thesis to pilfer disciplinary moving according to the findings of the complaint investigation.

If an evaluation reveals that sexual harassment has occurred, the harasser may besides be held legally responsible for his or her actions under provincial and governmental law.
Anyone manufacture a false claim of sexual harassment leave furthermore be subject to disciplinary action.

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

Complaints of such retaliation consign be promptly and thoroughly investigated.

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

Sexual harassment, however, can further arise between peers.

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

Sexual harassment moreover occurs between members of the same sex.
Sexual harassment differs from clean sexual attraction because it is unwelcome and unsolicited.

Sexual conduct becomes illicit only when it is unwelcome.

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

NOTE: An employee who was previously involved in a requited consenting known relationship with another individual maintains his or her entitlement to protection from sexual harassment, but s/he should inform the more squad that any more sexual advances are unwelcome.

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

It is painfully 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 blatant you find the behavior offensive.

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

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

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

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

We obtain a zero-tolerance policy for sexual harassment.

If the incident is confirmed, the offending employee faces the subsequent practicable sanctions: said or written reprimand, negative evaluation, rejection of promotion, poor recommendations, suspension, demotion, forced resignation, and termination.

We cede make every effort to generate an atmosphere of comfort for recipients of sexual harassment to request help in the resolution of complaints, but at the identical situation we leave moreover 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 rejection of job or job benefits.

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

Asking someone for a date is not considered severe.

But a repetitive series of non-severe incidents commit be considered harassment if the delinquent was told to stop.
It is famous for the victim to disclose that the conduct is unwelcome, particularly when the alleged harasser may own some ground to surmise that the quote 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 affronting behaviors in the workplace harm the working environment.

Therefore, these acts retain been labeled sexual pollution.

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

It is an hurtful accomplishment and should be considered improper.
Examples of sexual pollution are: continuous "pet" spell calling, such as "baby," "sweetie, "or " honey"; referring to an fellow as a "hunk," "fox," or "broad"; referring to men in average 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 journal centerfold) in the workplace, and continuous flair giving with the intention of obtaining sexual favors in return.

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

However, continuous acts with the frontage of a sexual mood probably would be.

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

DOCUMENT the harassment.

While the event 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 magazine or daybook to display a continuous record.

Send a dated, certified, return-receipt message to the harasser, asking that the harassment stop, and obtain a copy for yourself.
Use your telephone answering mechanism to record phone calls from the harasser, and save phone messages that are left for you.
Keep the records in a mild place, away from work.
Documentation bequeath be needful if you must garrison yourself in court or before an administrative hearing panel.
Document your work.
Keep copies of action evaluations and memos that attest to the merit of your work.
The harasser may question your task 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 administrator or someone in personnel that you trust.

Not only cede you benefit, you may learn of others who obtain had identical experiences who can present strategies for dealing with the harassment and support.

Look for witnesses and more victims.

You may not be the best man who has been mistreated by this individual.
Ask around discretely; you may find others who entrust help your charge.

Two accusations are much harder to ignore.

Get the band steward involved redress away.

REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT If you own been discriminated castigate on the instigation of sex, you are entitled to a amend that will cranny you in the station you would retain been in if the discrimination had never occurred.

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

You may also be entitled to damages to redeem you for future money losses, analytical anguish and inconvenience.

Punitive damages may be available, as well, if an boss acted with hatred or adventurous 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 endure victimized by such behavior.
Review your attitudes and actions toward others.

Examine how others operate to what you do and say.

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

Consider the collision you posses on other's attitudes toward their business 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 think that others leave notify you if they are offended or harassed by what you prattle or do.
Be aware of other's love and responses to sexual harassment.

Could your behavior prompt 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 cede manage the subsequent actions: 1.
Question both parties in detail.
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 balance jibe with the testimony of witnesses? Does the accused's tally jibe with the testimony of witnesses? Did the accused hold circumstance to do what the victim alleged? Does the victim retain any manageable impetus for falsely implicating the accused? Could the harassment retain happened at the situation and location specified? Despite the gospel that there were no witnesses, could the harassment own taken cubby-hole at the occasion and the location? We consign not believe the accused is guilty, but neither bequeath we attach much significance to a usual rejection by the accused harasser.
We commit hunt fully and thoroughly for evidence that corroborates either side's story.

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

, co-workers, a doctor, or a counselor).
We cede ask supplementary 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 more employees.

We consign materialize up on evidence that supplementary employees were sexually harassed by the equivalent person.

In edict to make a moderate and just sarcasm on a sexual harassment complaint we need to find out as much data 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 deprivation to not only ask many questions of the victim and accuser, but further of any witnesses to the incident 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 keep seen or heard the incident? With whom retain 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 think 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 apportion me your version of the incident.

Did you instance (name the employee) help 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 narrate any inappropriate or annoying behavior that you posses experienced or witnessed.

Are there any calendar pictures or posters displayed which offend you or someone else? Have hurtful jokes or comments been made about relatives in the department? (If the guide to the above dispute is yes then ask:) Who made these remarks and what was said? Specific to the episode (describe the time and recess of the incident, then ask:), Did you decree anything in your state that may posses disturbed you or another employee? Did you hear a vocabulary involving (name the employee)? Did you see anyone talking to this employee? Did you caress any interaction between this employee and a co-worker or supervisor? MYTHS ABOUT SEXUAL HARASSMENT The complainant wanted the stress or enjoyed it.

The complainant's physical frontage or costume enticed the harasser.
The complainant probably falsified the incident information 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 castigate women and 90% condemn men).
Sexual harassment is only persiflage and an childlike flirtation sport.

Sexual harassment is irregular in the workplace.

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

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

It can be sharply disruptive to one's lifestyle to outside a continuous cannonade of unwanted comments, to rearrange one's scheme to dodge certain people, and to smartly live in a constant domain of wariness.

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

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

People who are sexually harassed often wrongly believe that the prompt of their issue is in their have 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 cede cleverly end.

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

We credit that if you have been the victim of sexual harassment you may not retain told the harasser to gap for a variety of reasons.

If you come unblushing to us with your complaint, this is how we entrust support you.
We bequeath not nurture your complaint as trivial.
All complaints cede be taken seriously, but there is a wide shading of difference between incidents.

You and the partner accused bequeath be advised of your repair to union representation.

Less serious complaints can be handled informally.

For example, the gaffer may dub in the man who has been complained about and recap the policy and make admonishments where requisite for the employee to remodel his or her behavior.
We commit peak try to resolve the offspring informally without a formal complaint, unless the afair was unambiguous and severe, in which situation a formal routine commit be implemented immediately.

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

You bequeath not be pressured to handle the occurrence informally.

If the occasion is adequately resolved with an informal procedure, no supplementary flow shall be taken.

If the query is not resolved to the complainant's pleasure through informal resolution, a formal procedure will be implemented.

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

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

" Telling the harasser to cease bequeath often discourage the harasser from following and further progressive acts of sexual harassment.

We entrust instruct you to hold a register of the incidents of sexual harassment.

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

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

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

You entrust need to collision the mortals perceived to be targets of sexual harassment before disclosing their names.

This movement should be discrete and kept familiar for your have protection and besides to be absolutely just to the accused.

Information should be disclosed only on a deficiency to understand inducement and with the sympathy that the recipient has a malleability to guard confidentiality.

We will closely monitor the situation to ensure that there is no retaliation lambaste you or any viable witnesses.

The sequential stride is to consider writing a missive in which you request an modern to the harassing behavior.
Writing a communication to the harasser has been a controversial young because it may trigger questions of legality, confidentiality, admissible evidence, and due process.

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

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

This quota should be low-key and should discourse 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 tummy turn to knots," or "I can't concentrate on my work.
" 3.
An clear statement that you deficiency the sexual harassment to rest immediately and what is necessary to preserve any future relationship.
For example, "I deficiency our relationship to be strictly professional and I don't absence you ever to stroke me again or make gestures or remarks about my sexuality.

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

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

You may apportion the message to the harasser in partner or send it by authenticated mail.
We bequeath support you write the missive if you dearth us to do so.
Generally writing a communication is fresh powerful than a oral memorandum telling the harasser to stop.
Writing a missive is an great hike toward ending the sexual harassment.

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

It gives the alleged harasser a follow to sense how his or her behavior is affecting you.
It gives the harasser a ensue to amend his or her behavior or preserve it before informal or formal complaints are filed.

It may minimize or discourage retaliation rail you.
It may be used in assistance of a formal complaint or lawsuit to demonstrate that you initiated movement to modern the harassment.

HARASSMENT QUESTIONNAIRE This questionnaire entrust 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 hole is obligatory 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 rent languishing prattle of a sexual temper 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, friend or your own sexual orientation.

Y ___ N ___ Pseudo-medical advice given to you such as "You must be viewpoint musty because you didn't gain enough (sex)" or "A Little Tender Loving Care (TLC) entrust regenerate your ailments.

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

Y ___ N ___ If you retain experienced sexual harassment on the undertaking in a earth that was not listed, please use the aperture 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 mobility did you bring to second the harassment? (If you did not bring any actions to final the harassment, spring to Question #8.
) No Action _____Filed a formal complaint/grievance _____Filed an informal complaint/grievance _____Resolved the issue on your posses _____ Other measures: (Specify) _________________________________________ 6.
Did the harassment delay when you initiated flow to second it? Y ___ N ___ 7.
What was the outcome? (Continue on back if necessary) _________________________________________________________________ _________________________________________________________________ 8.
If you did not transact any locomotion to hindmost the harassment, please gesticulate why?_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 9.
Would you obtain filed a complainant if you had been aware of a means for you to do so? Y N 10.
Were you penalized in any style for objecting or complaining? If so, how? Y N _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 11.
Do you know of anyone who factory in this numeral who has been harassed and was afraid to thing or complain? Y N 12.
Do you reckon that sexual harassment is a dispute in this unit? What suggestions do you keep for creating a sexual harassment-free business place? Y N _________________________________________________________________ _________________________________________________________________ 13.
Has harassment, or your terror of it, distracted you from your task or reduced your efficiency? Y N How? (Specify and keep on back if necessary.

) _________________________________________________________________ _________________________________________________________________ 14.
(Optional) Are you manlike or female? M F 15.
Please make any other comments on any slant of this subject.

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

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