House Sitting Scotland

House Sitting Scotland




House Sitting Scotland



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

Permission is hereby granted for you to adapt and use the message in this something provided that you include a quotation to the parent as shown at the ship of the article.

We shall take all impartial steps to see that this sexual harassment policy is followed by all employees, supervision and others who have contact with employees.

This prevention ploy cede include probation sessions, ongoing vigil of the assignment site and a recognized employee scan to be conducted and evaluated each year.
Sexual harassment refers to all types of unwanted sexual attention.

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

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

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

There are four basic types of sexual harassment: 1.
Verbal harassment: Sexually suggestive comments, e.

g.
, about a person's clothing, body, and/or sexual activities; sexually provocative compliments about a person's clothes or the routine their apparel fit; comments of a sexual mood about weight, something shape, size, or figure; comments or questions about the sensuality of a person, or his/her spouse or significant other; rent unsolicited propositions for dates and/or sexual intercourse; pseudo-medical advice such as "you might be creed mouldy because you didn't earn enough" or "A hardly Tender Loving Care (TLC) leave treat your ailments"; continuous languid prattle of a sexual attitude and graphic sexual descriptions; telephone calls of a sexual nature; deprecatory comments or slurs; said abuse or threats; sexual jokes; suggestive 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 food provocatively, and salacious gestures such as workman or token talking 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 work or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up censure the body, mauling, attempted or TRUE kissing or fondling; assault, coerced sexual intercourse, attempted rape or rape.

3.
Visual harassment: Showing and distributing pejorative or pornographic posters, cartoons, drawings, books or magazines.

4.
Sexual favors: Persistent oblige for dates, unwanted sexual advances that condition an vocation gain upon an exchange of sexual favors.

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

For example, it is forbidden either to imply or actually withhold aid for an appointment, promotion or improve of activity or suggest that a poor exploit announcement cede be given because an employee has declined a personal proposition.

Also, offering benefits such as promotions, favorable feat 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 burden to rob disciplinary moving according to the findings of the complaint investigation.

If an appraisal reveals that sexual harassment has occurred, the harasser may moreover be held legally explainable for his or her actions below provincial and national law.
Anyone manufacture a false claim of sexual harassment leave also be keynote to disciplinary action.

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

Complaints of such retaliation bequeath be promptly and thoroughly investigated.

Sexual harassment can occur in any situation, but is especially common in situations where there is a tenacity imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, grade or class differences.

Sexual harassment, however, can moreover materialize between peers.

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

Sexual harassment furthermore occurs between members of the alike sex.
Sexual harassment differs from antiseptic sexual allure because it is unwelcome and unsolicited.

Sexual conduct becomes illegitimate only when it is unwelcome.

The challenged conduct must be unwelcome in the understand 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 reciprocal consenting confidential relationship with another partner maintains his or her entitlement to lee from sexual harassment, but s/he should inform the further bunch that any additional sexual advances are unwelcome.

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

It is sharply 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; hold a copy.

REPORT the query 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 bright and anyone who has been harassed or thinks harassment is occurring, can seek our familiar advice.

We commit gibber with the accused at your request and caution them about unlawful conduct and its consequences.

We posses a zero-tolerance policy for sexual harassment.

If the afair is confirmed, the offending employee faces the succeeding possible sanctions: oral or written reprimand, refusal evaluation, rejection of promotion, poor recommendations, suspension, demotion, forced resignation, and termination.

We leave make every effort to originate an atmosphere of comfort for recipients of sexual harassment to request backing in the resolution of complaints, but at the identical instance we cede further 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 contradiction of occupation or employment benefits.

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

Asking someone for a date is not considered severe.

But a repetitive series of non-severe incidents bequeath be considered harassment if the lawbreaker 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 basis to assume that the quote may be welcomed such as a previous consenting relationship.
SEXUAL POLLUTION There are some acts perceived by the recipient to hold a "sexual nature" that are hurtful and annoying, but may not be sexual harassment.

These wounding behaviors in the workplace deface the working environment.

Therefore, these acts own been labeled sexual pollution.

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

It is an affronting act and should be considered improper.
Examples of sexual pollution are: continuous "pet" expression calling, such as "baby," "sweetie, "or " honey"; referring to an comrade 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, alert displays of written and pictorial erotica, or nude photographs or posters (such as a nude magazine centerfold) in the workplace, and continuous ability giving with the intention of obtaining sexual favors in return.

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

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

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

DOCUMENT the harassment.

While the circumstance is inactive crude in your mind, write down what happened, where, when, and how you responded, if possible, period for word.

Include the names of witnesses, if any.

Keep notes in a magazine or daybook to exhibit a continuous record.

Send a dated, certified, return-receipt dispatch to the harasser, asking that the harassment stop, and posses a copy for yourself.
Use your telephone answering gadget to tape phone calls from the harasser, and salvage phone messages that are left for you.
Keep the records in a mild place, away from work.
Documentation commit be imperative if you must militia yourself in court or before an administrative hearing panel.
Document your work.
Keep copies of achievement evaluations and memos that attest to the standard of your work.
The harasser may debate your job performance in decree to justify his behavior.
SEEK SUPPORT from others.

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

Not only commit you benefit, you may learn of others who have had alike experiences who can mention strategies for dealing with the harassment and support.

Look for witnesses and further victims.

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

Two accusations are much harder to ignore.

Get the coalition steward involved amend away.

REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT If you keep been discriminated against on the motive of sex, you are entitled to a improve that consign nook you in the rank you would have been in if the discrimination had never occurred.

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

You may moreover be entitled to damages to regain you for future financial losses, mental anguish and inconvenience.

Punitive damages may be available, as well, if an manager acted with malignity or impetuous 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 touch victimized by such behavior.
Review your attitudes and actions toward others.

Examine how others act to what you do and say.

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

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

Do not reckon that others will apprise 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 prompt others to experience the vulnerability, powerlessness, and sour described by victims? SEXUAL HARASSMENT COMPLAINT INVESTIGATION PROCEDURE Every complaint commit be thoroughly investigated.

When a complaint of sexual harassment is received we consign carry the later actions: 1.
Question both parties in detail.
2.
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 transpire logically? Are both accounts externally consistent? Does the victim's statement jibe with the testimony of witnesses? Does the accused's report jibe with the testimony of witnesses? Did the accused have occasion to do what the victim alleged? Does the victim posses any doable instigation for falsely implicating the accused? Could the harassment have happened at the point and location specified? Despite the actuality that there were no witnesses, could the harassment keep taken nook at the instance and the location? We bequeath not conjecture the accused is guilty, but neither leave we attach much significance to a general negative by the accused harasser.
We bequeath aim fully and thoroughly for evidence that corroborates either side's story.

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

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

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

In rule to make a fair and valid decision on a sexual harassment complaint we deprivation to find out as much information as we can, not only on the incident itself, but besides 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 besides of any witnesses to the adventure and the surrounding environment.

Here are some questions we may ask the victim: Specific to the incident, what happened? When did it happen? Where did it happen? What preceded the incident? What did the harasser do or say? What did you do or say? What happened in codicil to or since the incident? Who may have heuristic or heard the incident? With whom keep 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 smooch (name the employee)? (Describe the alleged incident.

) Please grant me your version of the incident.

Did you name (name the employee) aid with his/her occupation 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 recite any inappropriate or wounding 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 family in the department? (If the guide to the above question is yes then ask:) Who made these remarks and what was said? Specific to the occurrence (describe the situation and nook of the incident, then ask:), Did you command anything in your field that may own disturbed you or another employee? Did you hear a speaking involving (name the employee)? Did you see anyone speech to this employee? Did you feel any interaction between this employee and a co-worker or supervisor? MYTHS ABOUT SEXUAL HARASSMENT The complainant wanted the emphasis or enjoyed it.

The complainant's physical front or apparel enticed the harasser.
The complainant probably falsified the incident news of sexual harassment.

The complainants and the accused sexual harassers can be tender identified or stereotyped.

All men are harassers.

Women are the only victims or sexual harassment and women do not sexually harass.

(Approximately 10% of reported cases are filed lambaste women and 90% censure men).
Sexual harassment is only joking and an unworldly flirtation sport.

Sexual harassment is intermittent in the workplace.

If the complainant had only verbal "No," the harassment would hold stopped.

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

It can be intensely disruptive to one's lifestyle to face a continuous salvo of unwanted comments, to rearrange one's calendar to duck certain people, and to simply live in a constant field of wariness.

As a result, harassment can keep devastating effects on one's feat at work, one's comfort and self-esteem and physical health.
Often, folks are afraid of addressing the harassment they experience because they horror that the perpetrator leave exercise their tightness in a disadvantageous way.

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

People who are sexually harassed often wrongly suppose that the sway of their debate is in their own conduct, and therefore are thumping hesitant to confront the instigator, or to discuss the issue with an instruction or even a friend.

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

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

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

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

You and the friend accused will be advised of your repair to union representation.

Less serious complaints can be handled informally.

For example, the administrator may term in the person who has been complained about and reiterate the policy and make admonishments where necessary for the employee to adjust his or her behavior.
We leave boon try to resolve the offspring informally without a formal complaint, unless the afair was unambiguous and severe, in which situation a formal fashion bequeath be implemented immediately.

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

You entrust not be pressured to doorknob the event informally.

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

If the problem is not resolved to the complainant's delight through informal resolution, a formal procedure consign be implemented.

We commit ask you if you perceive 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, method the harasser and speak "I absence (whatever the sexually harassing behavior is) to delay immediately" in a obdurate and assertive manner.
This technique gives you an active role in the resolution process and a recognize of "empowerment.

" Telling the harasser to desist leave often stop the harasser from later and fresh progressive acts of sexual harassment.

We entrust instruct you to retain a inventory of the incidents of sexual harassment.

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

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

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

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

This motion should be discrete and kept intimate for your obtain shelter and further to be entirely just to the accused.

Information should be disclosed only on a deficiency to perceive impetus and with the understanding that the recipient has a obedience to militia confidentiality.

We commit closely monitor the occasion to ensure that there is no retaliation lambaste you or any attainable witnesses.

The subsequent tread is to consider writing a note 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 memorandum is kept CONFIDENTIAL and is written in a "polite" yet downright manner, these questions consign not arise.

The message should contain the following: 1.
A description of the happening 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.

2.
A description of the incident's rational and physical originate on you.
You should convey opinions, thoughts, and feelings, and should slice the engender of the harassing behavior.
For example, "It embarrassed me," "made my stomach turn to knots," or "I can't concentrate on my work.
" 3.
An clear account that you privation the sexual harassment to delay immediately and what is required to continue any future relationship.
For example, "I scarcity our relationship to be strictly professional and I don't deprivation you ever to caress me again or make gestures or remarks about my sexuality.

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

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

You may grant the letter to the harasser in man or send it by certified mail.
We entrust backing you write the communication if you lack us to do so.
Generally writing a dispatch is supplementary mighty than a vocal letter telling the harasser to stop.
Writing a message is an superior footslog toward ending the sexual harassment.

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

It gives the alleged harasser a follow to perceive how his or her behavior is affecting you.
It gives the harasser a arise to ameliorate his or her behavior or troops it before informal or formal complaints are filed.

It may minimize or deter retaliation censure you.
It may be used in support of a formal complaint or lawsuit to declare that you initiated moving to latter the harassment.

HARASSMENT QUESTIONNAIRE This questionnaire consign 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 haunt if further space is vital to clue 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 contact you did not want.

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

" Y ___ N ___ Continued or repeated languishing prate 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, man or your posses sexual orientation.

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

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

Y ___ N ___ If you obtain experienced sexual harassment on the assignment in a lair that was not listed, please use the orifice below to explain.

(Continue on the back if necessary).
_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 4.
Who harassed you? (Do not write names) Co-worker _____ Supervisor _____ Customer _____Other: (Specify) ____________ 5.
What action did you manage to end the harassment? (If you did not take any actions to final the harassment, hop to Question #8.
) No Action _____Filed a formal complaint/grievance _____Filed an informal complaint/grievance _____Resolved the query on your retain _____ Other measures: (Specify) _________________________________________ 6.
Did the harassment cease when you initiated mobility to closing it? Y ___ N ___ 7.
What was the outcome? (Continue on back if necessary) _________________________________________________________________ _________________________________________________________________ 8.
If you did not move any flow to final the harassment, please signal why?_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 9.
Would you have 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 understand of anyone who plant in this unit who has been harassed and was afraid to entity or complain? Y N 12.
Do you conjecture that sexual harassment is a debate in this unit? What suggestions do you own for creating a sexual harassment-free business place? Y N _________________________________________________________________ _________________________________________________________________ 13.
Has harassment, or your fear of it, distracted you from your venture or reduced your efficiency? Y N How? (Specify and sustain on back if necessary.

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

_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ Permission is hereby granted for you to tailor and use the story in this entity provided that you include our parent and bio reference.




More Product