Best: How Much To Charge For Dog Sitting For A Week

How Much To Charge For Dog Sitting For A Week




How Much To Charge For Dog Sitting For A Week



´╗┐Sexual Harassment Policy Guidelines Sexual Harassment Policy Guidelines By Al Link and Pala Copeland - 4 Freedoms Relationship Tantra The successive mark is a obtain sexual harassment guideline for business and supplementary organizations.

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

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

This prevention manoeuvre cede include novitiate sessions, ongoing policing of the venture 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 odd compliments of a socially acceptable nature.

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

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

There are four radical types of sexual harassment: 1.
Verbal harassment: Sexually evocative comments, e.

g.
, about a person's clothing, body, and/or sexual activities; sexually provocative compliments about a person's apparel or the fashion their garb fit; comments of a sexual disposition about weight, item shape, size, or figure; comments or questions about the sensuality of a person, or his/her spouse or significant other; periodic unsolicited propositions for dates and/or sexual intercourse; pseudo-medical advice such as "you might be teaching mouldy because you didn't earn enough" or "A infrequently Tender Loving Care (TLC) bequeath restore your ailments"; continuous lstless gossip of a sexual character and graphic sexual descriptions; telephone calls of a sexual nature; slighting comments or slurs; oral abuse or threats; sexual jokes; perfumed or insulting sounds such as whistling, wolf-calls, or kissing sounds; homophobic insults.

2.
Physical harassment: Sexual gestures, e.

g.
, licking lips or teeth, holding or eating fare provocatively, and lubricious gestures such as worker or symbol utterance to denote sexual activity; sexual looks such as leering and ogling with aromatic overtones; sexual innuendoes; cornering, impeding or blocking movement, or any physical interference with natural job or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up censure the body, mauling, attempted or genuine 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 require for dates, unwanted sexual advances that condition an employment interest upon an exchange of sexual favors.

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

For example, it is forbidden either to imply or actually withhold offices for an appointment, promotion or change of undertaking or suggest that a poor deed message commit be given because an employee has declined a personal proposition.

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

Any employee found to own violated this policy shall be thesis to filch disciplinary progress according to the findings of the complaint investigation.

If an inspection reveals that sexual harassment has occurred, the harasser may also be held legally accountable for his or her actions below provincial and public law.
Anyone making a false claim of sexual harassment entrust furthermore be thesis to disciplinary action.

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

Complaints of such retaliation leave be promptly and thoroughly investigated.

Sexual harassment can occur in any situation, but is especially normal in situations where there is a strength imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, status or level differences.

Sexual harassment, however, can besides happen between peers.

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

Sexual harassment furthermore occurs between members of the corresponding sex.
Sexual harassment differs from hygienic sexual attraction because it is unwelcome and unsolicited.

Sexual conduct becomes unlawful 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 understand that the employee regarded the conduct as undesirable or offensive.

NOTE: An employee who was previously involved in a mutual consenting known relationship with another fellow maintains his or her entitlement to protection from sexual harassment, but s/he should acquaint the other bunch that any further sexual advances are unwelcome.

Sexual harassment degrades all tribe and creates a hostile afafir 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 activity 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 striking you find the behavior offensive.

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

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

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

We consign prattle with the accused at your request and tell them about felonious conduct and its consequences.

We posses a zero-tolerance policy for sexual harassment.

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

We bequeath make every effort to engender an atmosphere of comfort for recipients of sexual harassment to request aegis in the resolution of complaints, but at the alike juncture we entrust besides fortify the rights of the accused until proven guilty.

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

The unwelcome, intentional touching of a person’s intimate entity areas is sufficiently offensive to be considered severe, and even a single incident 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 miscreant was told to stop.
It is celebrated for the victim to communicate that the conduct is unwelcome, particularly when the alleged harasser may have some cause to surmise that the instance 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 hurtful and annoying, but may not be sexual harassment.

These offensive behaviors in the workplace spoil the working environment.

Therefore, these acts keep been labeled sexual pollution.

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

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

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

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

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

DOCUMENT the harassment.

While the incident is passive fresh in your mind, write down what happened, where, when, and how you responded, if possible, term for word.

Include the names of witnesses, if any.

Keep notes in a periodical or daybook to express a continuous record.

Send a dated, certified, return-receipt memorandum to the harasser, asking that the harassment stop, and retain a copy for yourself.
Use your telephone answering apparatus to vinyl phone calls from the harasser, and save phone messages that are left for you.
Keep the records in a innocuous place, away from work.
Documentation bequeath be needful if you must preserve yourself in court or before an administrative hearing panel.
Document your work.
Keep copies of accomplishment evaluations and memos that attest to the grade of your work.
The harasser may query your work exploit in behest 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 will you benefit, you may learn of others who obtain had twin experiences who can present strategies for dealing with the harassment and support.

Look for witnesses and supplementary victims.

You may not be the elite partner who has been mistreated by this individual.
Ask around discretely; you may find others who consign help your charge.

Two accusations are much harder to ignore.

Get the coalition steward involved correct away.

REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT If you have been discriminated lambaste on the cause of sex, you are entitled to a remedy that will vocation you in the station you would retain been in if the discrimination had never occurred.

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

You may besides be entitled to damages to compensate you for future monetary losses, reasoning anguish and inconvenience.

Punitive damages may be available, as well, if an employer acted with hostility or impetuous indifference.

You may furthermore be entitled to attorney's fees.

ARE YOU THE HARASSER? Those accused of sexual harassment are often surprised to learn how their behavior is perceived by those who touch 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 weight by someone having gentle over your occupation or livelihood.

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

Do not assume that others consign inform you if they are offended or harassed by what you prattle or do.
Be aware of other's feelings and responses to sexual harassment.

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

When a complaint of sexual harassment is received we cede bear the later actions: 1.
Question both parties in detail.
2.
Probe painfully 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 befall 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 own case to do what the victim alleged? Does the victim own any doable inducement for falsely implicating the accused? Could the harassment retain happened at the case and location specified? Despite the fact that there were no witnesses, could the harassment have taken niche at the juncture and the location? We bequeath not suppose the accused is guilty, but neither entrust we attach much significance to a common denial by the accused harasser.
We consign quest fairly and thoroughly for evidence that corroborates either side's story.

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

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

We commit chance up on evidence that more employees were sexually harassed by the identical person.

In edict to make a reasonable and rightful sarcasm on a sexual harassment complaint we scarcity to find out as much information as we can, not only on the happening itself, but moreover on the victim's and accuser's personalities, surroundings, and relationships.

To accomplish this task, we absence to not only ask many questions of the victim and accuser, but moreover 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 addendum to or since the incident? Who may retain empirical 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 imagine 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 apportion me your version of the incident.

Did you instance (name the employee) aegis 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 recount any inappropriate or hurtful behavior that you have experienced or witnessed.

Are there any plan pictures or posters displayed which offend you or someone else? Have vexing jokes or comments been made about kin in the department? (If the explanation to the above interrogation is yes then ask:) Who made these remarks and what was said? Specific to the incident (describe the circumstance and alcove of the incident, then ask:), Did you edict anything in your field that may own disturbed you or another employee? Did you hear a conversation involving (name the employee)? Did you see anyone talking to this employee? Did you observe any interaction between this employee and a co-worker or supervisor? MYTHS ABOUT SEXUAL HARASSMENT The complainant wanted the accent or enjoyed it.

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

The complainants and the accused sexual harassers can be young 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 against women and 90% rail men).
Sexual harassment is only joking and an unworldly flirtation sport.

Sexual harassment is irregular in the workplace.

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

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

It can be intensely disruptive to one's lifestyle to exterior a continuous bombardment of unwanted comments, to rearrange one's diary to evade certain people, and to simply live in a constant state of wariness.

As a result, harassment can have devastating effects on one's deed at work, one's comfort and self-esteem and physical health.
Often, people are afraid of addressing the harassment they experience because they fright that the perpetrator will exercise their tenacity in a disadvantageous way.

For example, one might panic 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 surmise that the bob of their dispute is in their own conduct, and therefore are extraordinary hesitant to confront the instigator, or to discuss the question with an bidding or even a friend.

Others try to downplay the existence of the harassment in the hopes that it leave wittily 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 hold told the harasser to cease for a variety of reasons.

If you come forward to us with your complaint, this is how we consign backing you.
We bequeath not encourage your complaint as trivial.
All complaints commit be taken seriously, but there is a comprehensive degree of difference between incidents.

You and the comrade accused entrust be advised of your remedy to band representation.

Less serious complaints can be handled informally.

For example, the employer may label in the person who has been complained about and reiterate the policy and make admonishments where imperative for the employee to tailor his or her behavior.
We entrust peak try to resolve the issue informally without a formal complaint, unless the incident was unambiguous and severe, in which occasion a formal manner cede be implemented immediately.

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

You consign not be pressured to switch the episode informally.

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

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

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

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

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

We cede instruct you to retain a catalogue of the incidents of sexual harassment.

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

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

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

You commit absence to effect the persons perceived to be targets of sexual harassment before disclosing their names.

This travel should be discrete and kept known for your posses lee and furthermore to be fully reasonable to the accused.

Information should be disclosed only on a privation to perceive actuation and with the rapport that the recipient has a obedience to defend confidentiality.

We bequeath closely monitor the situation to ensure that there is no retaliation inveigh you or any possible witnesses.

The sequential hike is to consider writing a note in which you request an final to the harassing behavior.
Writing a note to the harasser has been a sensitive offspring 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 categorical manner, these questions consign not arise.

The dispatch should contain the following: 1.
A description of the adventure and the genre of behavior, including details about location, date, and time of the incident.

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

2.
A description of the incident's cerebral and physical create on you.
You should convey opinions, thoughts, and feelings, and should share the generate of the harassing behavior.
For example, "It embarrassed me," "made my tummy turn to knots," or "I can't concentrate on my work.
" 3.
An clear balance that you dearth the sexual harassment to break immediately and what is imperative to continue any future relationship.
For example, "I lack our relationship to be strictly professional and I don't scarcity you ever to stroke me again or make gestures or remarks about my sexuality.

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

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

You may allot the dispatch to the harasser in individual or send it by endorsed mail.
We will backing you write the missive if you deficiency us to do so.
Generally writing a message is additional terrible than a uttered memorandum telling the harasser to stop.
Writing a bulletin is an revered march toward ending the sexual harassment.

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

It gives the alleged harasser a befall to recognize how his or her behavior is affecting you.
It gives the harasser a ensue to ameliorate his or her behavior or garrison it before informal or formal complaints are filed.

It may minimize or dissuade retaliation inveigh you.
It may be used in aid of a formal complaint or action to declare that you initiated locomotion to closing 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 form if supplementary opening is required to interpretation a question.

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

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

" Y ___ N ___ Continued or regular languorous natter of a sexual attitude 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, person or your hold sexual orientation.

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

" Y ___ N ___ Provocative looks such as leering or ogling.
Y ___ N ___ Lewd gestures (holding or eating fruit provocatively) or evocative 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 acquire in sexual activity, but without job-related threats.

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

Y ___ N ___ If you keep experienced sexual harassment on the work in a burrow that was not listed, please use the fracture under 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 bear to later the harassment? (If you did not manage any actions to end the harassment, gambol to Question #8.
) No Action _____Filed a formal complaint/grievance _____Filed an informal complaint/grievance _____Resolved the matter on your obtain _____ Other measures: (Specify) _________________________________________ 6.
Did the harassment rest when you initiated movement to final it? Y ___ N ___ 7.
What was the outcome? (Continue on back if necessary) _________________________________________________________________ _________________________________________________________________ 8.
If you did not carry any moving to hindmost the harassment, please wave why?_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 9.
Would you posses filed a complainant if you had been aware of a manner for you to do so? Y N 10.
Were you penalized in any means for objecting or complaining? If so, how? Y N _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 11.
Do you understand of anyone who workshop in this quantity who has been harassed and was afraid to object or complain? Y N 12.
Do you surmise that sexual harassment is a matter in this unit? What suggestions do you hold for creating a sexual harassment-free business place? Y N _________________________________________________________________ _________________________________________________________________ 13.
Has harassment, or your hysteria of it, distracted you from your assignment or reduced your efficiency? Y N How? (Specify and maintain on back if necessary.

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

_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ Permission is hereby granted for you to adjust and use the information in this article provided that you include our author and bio reference.




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