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´╗┐Sexual Harassment Policy Guidelines Sexual Harassment Policy Guidelines By Al Link and Pala Copeland - 4 Freedoms Relationship Tantra The sequential tab is a draft sexual harassment guideline for afafir and other organizations.

Permission is hereby granted for you to alter and use the news in this device provided that you include a citation to the parent as shown at the craft of the article.

We shall bear all unbiased steps to see that this sexual harassment policy is followed by all employees, supervision and others who hold impact with employees.

This prevention scheme leave include apprenticeship sessions, ongoing monitoring of the task site and a close employee scour to be conducted and evaluated each year.
Sexual harassment refers to all types of unwanted sexual attention.

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

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

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

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

, about a person's clothing, body, and/or sexual activities; sexually provocative compliments about a person's garments or the routine their apparel fit; comments of a sexual mind about weight, phenomenon shape, size, or figure; comments or questions about the sensuality of a person, or his/her spouse or significant other; recur unsolicited propositions for dates and/or sexual intercourse; pseudo-medical advice such as "you might be impression mouldy because you didn't procure enough" or "A scarcely Tender Loving Care (TLC) commit heal your ailments"; continuous idle prate of a sexual character and graphic sexual descriptions; telephone calls of a sexual nature; pejorative comments or slurs; verbal maul or threats; sexual jokes; perfumed 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 nosh provocatively, and lubricious gestures such as worker or figure speaking to denote sexual activity; sexual looks such as leering and ogling with perfumed overtones; sexual innuendoes; cornering, impeding or blocking movement, or any physical interference with usual job or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up inveigh the body, mauling, attempted or legitimate 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 force for dates, unwanted sexual advances that condition an calling welfare upon an exchange of sexual favors.

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

For example, it is forbidden either to imply or actually withhold offices for an appointment, promotion or improve of afafir or suggest that a poor exploit data 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 posses violated this policy shall be keynote to thieve disciplinary locomotion according to the findings of the complaint investigation.

If an assessment reveals that sexual harassment has occurred, the harasser may also be held legally responsible for his or her actions underneath provincial and national law.
Anyone forming a false claim of sexual harassment bequeath moreover be burden to disciplinary action.

Any employee bringing a sexual harassment complaint or assisting in investigating such a complaint commit not be adversely theatrical in terms and conditions of employment, or discriminated condemn or unchain because of the compliant.

Complaints of such retaliation leave be promptly and thoroughly investigated.

Sexual harassment can happen in any situation, but is especially normal in situations where there is a power imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, stratum or position differences.

Sexual harassment, however, can further occur between peers.

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

Sexual harassment besides occurs between members of the duplicate sex.
Sexual harassment differs from aseptic sexual enchantment because it is unwelcome and unsolicited.

Sexual conduct becomes illegitimate 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 notice that the employee regarded the conduct as undesirable or offensive.

NOTE: An employee who was previously involved in a common consenting close relationship with another man maintains his or her entitlement to protection from sexual harassment, but s/he should notify the further group that any additional sexual advances are unwelcome.

Sexual harassment degrades all people and creates a hostile business environment.

It is keenly 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 venture 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; own a copy.

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

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

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

We have a zero-tolerance policy for sexual harassment.

If the happening is confirmed, the offending employee faces the following doable sanctions: said or written reprimand, denial evaluation, contradiction of promotion, poor recommendations, suspension, demotion, forced resignation, and termination.

We consign make every effort to effect an atmosphere of comfort for recipients of sexual harassment to request backing in the resolution of complaints, but at the equivalent time we cede also guard the rights of the accused until proven guilty.

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

The unwelcome, intentional touching of a person’s close article areas is sufficiently wounding 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 celebrated for the victim to divulge that the conduct is unwelcome, particularly when the alleged harasser may posses some ground to suppose that the offer 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 vexing and annoying, but may not be sexual harassment.

These abusive behaviors in the workplace mar the working environment.

Therefore, these acts own been labeled sexual pollution.

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

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

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

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

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

DOCUMENT the harassment.

While the happening is inactive untried in your mind, write down what happened, where, when, and how you responded, if possible, name for word.

Include the names of witnesses, if any.

Keep notes in a periodical or chronicle to present a continuous record.

Send a dated, certified, return-receipt letter to the harasser, asking that the harassment stop, and keep a copy for yourself.
Use your telephone answering device to vinyl phone calls from the harasser, and reuse phone messages that are left for you.
Keep the records in a innoxious place, away from work.
Documentation bequeath be imperative 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 excellence of your work.
The harasser may problem your venture achievement in direction to justify his behavior.
SEEK SUPPORT from others.

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

Not only commit you benefit, you may learn of others who hold had similar experiences who can quote strategies for dealing with the harassment and support.

Look for witnesses and fresh victims.

You may not be the first person who has been mistreated by this individual.
Ask around discretely; you may find others who will aid your charge.

Two accusations are much harder to ignore.

Get the union steward involved fix away.

REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT If you posses been discriminated rail on the reason of sex, you are entitled to a redress that commit cubby-hole you in the rank you would obtain been in if the discrimination had never occurred.

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

You may furthermore be entitled to damages to regain you for future monetary losses, cerebral anguish and inconvenience.

Punitive damages may be available, as well, if an manager acted with malignity or reckless 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 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 accent by someone having break over your profession or livelihood.

Consider the results you hold on other's attitudes toward their business 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 assume that others consign alert you if they are offended or harassed by what you talk or do.
Be aware of other's affection and responses to sexual harassment.

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

When a complaint of sexual harassment is received we bequeath carry 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 materialize logically? Are both accounts externally consistent? Does the victim's bill jibe with the testimony of witnesses? Does the accused's account jibe with the testimony of witnesses? Did the accused retain circumstance to do what the victim alleged? Does the victim have any manageable inducement for falsely implicating the accused? Could the harassment keep happened at the case and location specified? Despite the gospel that there were no witnesses, could the harassment own taken recess at the case and the location? We cede not suppose the accused is guilty, but neither entrust we attach much significance to a natural refusal by the accused harasser.
We consign search entirely 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 humans who empirical the accuser's demeanor immediately after the alleged adventure of harassment 3.
Checking out connections with whom the alleged victim discussed the event (e.

, co-workers, a doctor, or a counselor).
We leave ask supplementary 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 cede look for evidence of more complaints, either by the victim or other employees.

We will occure up on evidence that supplementary employees were sexually harassed by the twin person.

In directive to make a fair and valid decision on a sexual harassment complaint we absence to find out as much information as we can, not only on the episode 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 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 addition to or since the incident? Who may retain empitic 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 reckon 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 offer (name the employee) offices with his/her job 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 affronting behavior that you keep experienced or witnessed.

Are there any schedule pictures or posters displayed which offend you or someone else? Have affronting jokes or comments been made about kin in the department? (If the gloss to the above matter is yes then ask:) Who made these remarks and what was said? Specific to the occurrence (describe the circumstance and place of the incident, then ask:), Did you command anything in your state that may retain disturbed you or another employee? Did you hear a language involving (name the employee)? Did you see anyone utterance 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 emphasis or enjoyed it.

The complainant's physical face or costume enticed the harasser.
The complainant probably falsified the happening information of sexual harassment.

The complainants and the accused sexual harassers can be soft 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% against men).
Sexual harassment is only persiflage and an ingenuous flirtation sport.

Sexual harassment is infrequent in the workplace.

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

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

It can be extremely disruptive to one's lifestyle to face a continuous shelling of unwanted comments, to rearrange one's schedule to dodge certain people, and to aptly live in a constant territory of wariness.

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

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

People who are sexually harassed often wrongly believe that the escort of their interrogation is in their posses conduct, and therefore are extraordinary hesitant to confront the instigator, or to discuss the debate with an order or even a friend.

Others try to downplay the existence of the harassment in the hopes that it leave aptly 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 conjecture that if you posses been the victim of sexual harassment you may not hold told the harasser to rest for a variety of reasons.

If you come impudent to us with your complaint, this is how we will backing you.
We will not tend your complaint as trivial.
All complaints consign be taken seriously, but there is a wide gradation of difference between incidents.

You and the person accused bequeath be advised of your improve to confederation representation.

Less serious complaints can be handled informally.

For example, the manager may denominate in the friend who has been complained about and repeat the policy and make admonishments where essential for the employee to change his or her behavior.
We entrust prime try to resolve the young informally without a formal complaint, unless the incident was unambiguous and severe, in which circumstance a formal style cede be implemented immediately.

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

You cede not be pressured to handle the adventure informally.

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

If the query is not resolved to the complainant's gratification through informal resolution, a formal system bequeath be implemented.

We bequeath ask you if you stroke comfortable asking the harasser to stop, or would upgrade third-party intervention from us.

You may choose to accept the self-help approach.
If so, technique the harasser and gossip "I lack (whatever the sexually harassing behavior is) to gap immediately" in a obdurate and assertive manner.
This technique gives you an active role in the resolution process and a perceive of "empowerment.

" Telling the harasser to pause entrust often deter the harasser from subsequent and further progressive acts of sexual harassment.

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

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

You should seek information about others who may own been similarly harassed, but it would be better to do this only after you prattle to us.

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

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

This movement should be discrete and kept known for your have shelter and besides to be wholly unbiased to the accused.

Information should be disclosed only on a need to know ground and with the understanding that the recipient has a malleability to fortify confidentiality.

We will closely overseer the time to ensure that there is no retaliation lambaste you or any feasible witnesses.

The succeeding hike is to consider writing a letter in which you request an final to the harassing behavior.
Writing a note to the harasser has been a touchy spawn because it may trigger questions of legality, confidentiality, admissible evidence, and due process.

However, if the communication is kept CONFIDENTIAL and is written in a "polite" yet downright manner, these questions consign not arise.

The missive should contain the following: 1.
A description of the circumstance and the genre of behavior, including details about location, date, and case of the incident.

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

A description of the incident's reasoning and physical cause on you.
You should convey opinions, thoughts, and feelings, and should portion the generate of the harassing behavior.
For example, "It embarrassed me," "made my paunch turn to knots," or "I can't concentrate on my work.
" 3.
An blatant statement that you absence the sexual harassment to halt immediately and what is needful to maintain any future relationship.
For example, "I absence our relationship to be strictly professional and I don't deficiency you ever to observe me again or make gestures or remarks about my sexuality.

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

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

You may apportion the message to the harasser in individual or send it by authorized mail.
We leave aid you write the memorandum if you privation us to do so.
Generally writing a message is additional awful than a said message telling the harasser to stop.
Writing a note is an eminent tread toward ending the sexual harassment.

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

It gives the alleged harasser a chance to sense how his or her behavior is affecting you.
It gives the harasser a materialize to mend his or her behavior or fortify it before informal or formal complaints are filed.

It may minimize or prohibit retaliation castigate you.
It may be used in aid of a formal complaint or litigation to exhibit that you initiated motion to modern the harassment.

HARASSMENT QUESTIONNAIRE This questionnaire cede 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 earth if additional hole is requisite to guide a question.

Questions (Answer Y or N ) 1.
Have you been subjected to sexual harassment while working here? (If "No," jump 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 torpid chatter 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, man or your own sexual orientation.

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

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

Y ___ N ___ If you own experienced sexual harassment on the assignment in a lair that was not listed, please use the breach subservient 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 bear to closing the harassment? (If you did not bear any actions to hindmost the harassment, leap 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 gap when you initiated action to latter it? Y ___ N ___ 7.
What was the outcome? (Continue on back if necessary) _________________________________________________________________ _________________________________________________________________ 8.
If you did not bring any movement to closing the harassment, please wave why?_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 9.
Would you have filed a complainant if you had been aware of a fashion for you to do so? Y N 10.
Were you penalized in any routine for objecting or complaining? If so, how? Y N _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 11.
Do you comprehend of anyone who foundry in this quantity who has been harassed and was afraid to entity or complain? Y N 12.
Do you believe that sexual harassment is a problem in this unit? What suggestions do you hold for creating a sexual harassment-free task place? Y N _________________________________________________________________ _________________________________________________________________ 13.
Has harassment, or your trepidation of it, distracted you from your venture or reduced your efficiency? Y N How? (Specify and maintain on back if necessary.

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

_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ Permission is hereby granted for you to convert and use the news in this device provided that you include our originator and bio reference.

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