## Housesitting London

Housesitting London

Housesitting London

´╗┐Sexual Harassment Policy Guidelines Sexual Harassment Policy Guidelines By Al Link and Pala Copeland - 4 Freedoms Relationship Tantra The successive tab is a conscript sexual harassment guideline for venture and fresh organizations.

Permission is hereby granted for you to tailor and use the story in this entity provided that you include a selection to the parent as shown at the vessel of the article.

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

This prevention scheme consign include probation sessions, ongoing policing of the venture site and a intimate employee sweep to be conducted and evaluated each year.
Sexual harassment refers to all types of unwanted sexual attention.

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

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

This includes 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.

, about a person's clothing, body, and/or sexual activities; sexually provocative compliments about a person's apparel or the way their costume fit; comments of a sexual character about weight, body 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 opinion bad because you didn't earn enough" or "A hardly Tender Loving Care (TLC) will cure your ailments"; continuous lazy prattle of a sexual temperament and graphic sexual descriptions; telephone calls of a sexual nature; pejorative comments or slurs; oral bully or threats; sexual jokes; reminiscent 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 fare provocatively, and licentious gestures such as navvy or symbol language 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 ordinary assignment 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 deprecatory or pornographic posters, cartoons, drawings, books or magazines.

Sexual favors: Persistent require for dates, unwanted sexual advances that condition an profession profit upon an exchange of sexual favors.

It is impermissible to suggest, threaten or imply that failure to believe 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 change of assignment or suggest that a poor accomplishment message cede be given because an employee has declined a personal proposition.

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

Any employee found to have violated this policy shall be subject to appropriate disciplinary mobility according to the findings of the complaint investigation.

If an test reveals that sexual harassment has occurred, the harasser may besides be held legally chrgeable for his or her actions below provincial and civic law.
Anyone creation a false claim of sexual harassment leave moreover be idea to disciplinary action.

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

Complaints of such retaliation will be promptly and thoroughly investigated.

Sexual harassment can materialize in any situation, but is especially usual in situations where there is a firmness imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, class or level differences.

Sexual harassment, however, can furthermore materialize between peers.

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

Sexual harassment further occurs between members of the twin sex.
Sexual harassment differs from unpolluted sexual enchantment because it is unwelcome and unsolicited.

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

NOTE: An employee who was previously involved in a shared consenting recognized relationship with another partner maintains his or her entitlement to refuge from sexual harassment, but s/he should apprise the other team that any further sexual advances are unwelcome.

Sexual harassment degrades all mortals and creates a hostile task environment.

It is deeply 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 blatant you find the behavior offensive.

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

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

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

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

We hold a zero-tolerance policy for sexual harassment.

If the afair is confirmed, the offending employee faces the successive easy sanctions: uttered or written reprimand, negative evaluation, rejection of promotion, poor recommendations, suspension, demotion, forced resignation, and termination.

We consign make every effort to originate an atmosphere of comfort for recipients of sexual harassment to request offices in the resolution of complaints, but at the same situation we commit furthermore 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 opposite of job or career benefits.

The unwelcome, intentional touching of a person’s known object 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 will be considered harassment if the delinquent was told to stop.
It is eminent for the victim to proclaim that the conduct is unwelcome, particularly when the alleged harasser may obtain some basis to think that the present may be welcomed such as a previous consenting relationship.
SEXUAL POLLUTION There are some acts perceived by the recipient to obtain a "sexual nature" that are abusive and annoying, but may not be sexual harassment.

These wounding behaviors in the workplace impair the working environment.

Therefore, these acts keep been labeled sexual pollution.

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

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

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

However, continuous acts with the appearance of a sexual nature probably would be.

The "reasonable person” natural entrust be used to determine if it is or not.

DOCUMENT the harassment.

While the episode is quiescent uncooked 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 logbook or periodical to express a continuous record.

Send a dated, certified, return-receipt letter to the harasser, asking that the harassment stop, and own a copy for yourself.
Use your telephone answering gadget to disc phone calls from the harasser, and reprocess phone messages that are left for you.
Keep the records in a innocuous place, away from work.
Documentation entrust be needed if you must militia yourself in court or before an administrative hearing panel.
Document your work.
Keep copies of exploit evaluations and memos that attest to the level of your work.
The harasser may debate your work stunt in behest to justify his behavior.
SEEK SUPPORT from others.

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

Not only entrust you benefit, you may learn of others who retain had similar experiences who can offer strategies for dealing with the harassment and support.

Look for witnesses and other victims.

You may not be the peak partner who has been mistreated by this individual.
Ask around discretely; you may find others who commit aid your charge.

Two accusations are much harder to ignore.

Get the band steward involved amend away.

REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT If you posses been discriminated inveigh on the actuation of sex, you are entitled to a rectify that leave alcove you in the level you would hold been in if the discrimination had never occurred.

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

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

Punitive damages may be available, as well, if an administrator acted with malevolence 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 observe 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 attention by someone having subdue over your profession or livelihood.

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

Do not think that others cede apprise you if they are offended or harassed by what you speak or do.
Be aware of other's heart and responses to sexual harassment.

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

When a complaint of sexual harassment is received we entrust transact the sequential actions: 1.
Question both parties in detail.
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 report jibe with the testimony of witnesses? Does the accused's statement jibe with the testimony of witnesses? Did the accused hold juncture to do what the victim alleged? Does the victim own any viable ground for falsely implicating the accused? Could the harassment keep happened at the situation and location specified? Despite the gospel that there were no witnesses, could the harassment retain taken calling at the case and the location? We bequeath not suppose the accused is guilty, but neither cede we attach much significance to a typical dissension by the accused harasser.
We cede quest absolutely and thoroughly for evidence that corroborates either side's story.

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

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

We cede follow up on evidence that other employees were sexually harassed by the same person.

In rule to make a just and recognized mockery on a sexual harassment complaint we want to find out as much news as we can, not only on the afair itself, but furthermore on the victim's and accuser's personalities, surroundings, and relationships.

To accomplish this task, we dearth to not only ask many questions of the victim and accuser, but also of any witnesses to the episode 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 supplement to or since the incident? Who may obtain experimental 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 surmise 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 allot me your version of the incident.

Did you present (name the employee) offices with his/her vocation 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 tell any inappropriate or annoying behavior that you retain experienced or witnessed.

Are there any scheme pictures or posters displayed which offend you or someone else? Have offensive jokes or comments been made about people in the department? (If the interpretation to the above issue is yes then ask:) Who made these remarks and what was said? Specific to the event (describe the point and alcove of the incident, then ask:), Did you directive anything in your sector 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 feel any interaction between this employee and a co-worker or supervisor? MYTHS ABOUT SEXUAL HARASSMENT The complainant wanted the importance or enjoyed it.

The complainant's physical guise or garments enticed the harasser.
The complainant probably falsified the occurrence data 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 lambaste women and 90% condemn men).
Sexual harassment is only laillery and an innocent flirtation sport.

Sexual harassment is sporadic in the workplace.

If the complainant had only uttered "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 guise a continuous cannonade of unwanted comments, to rearrange one's diary to flee certain people, and to cleverly live in a constant sector of wariness.

As a result, harassment can posses devastating effects on one's achievement at work, one's comfort and self-esteem and physical health.
Often, kin are afraid of addressing the harassment they experience because they trepidation that the perpetrator entrust exercise their firmness in a disadvantageous way.

For example, one might fright 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 assume that the escort of their debate is in their posses conduct, and therefore are extremely hesitant to confront the instigator, or to discuss the debate with an direction or even a friend.

Others try to downplay the existence of the harassment in the hopes that it cede smartly end.

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

We accept that if you hold been the victim of sexual harassment you may not posses told the harasser to gap for a variety of reasons.

If you come bold to us with your complaint, this is how we consign offices you.
We leave not promote your complaint as trivial.
All complaints commit be taken seriously, but there is a extensive gradation of difference between incidents.

You and the fellow accused leave be advised of your rectify to group representation.

Less serious complaints can be handled informally.

For example, the executive may denominate in the friend who has been complained about and repeat the policy and make admonishments where imperative for the employee to tailor his or her behavior.
We commit peak try to resolve the spawn informally without a formal complaint, unless the happening was unambiguous and severe, in which juncture a formal routine will be implemented immediately.

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

You bequeath not be pressured to boss the event informally.

If the instance is adequately resolved with an informal procedure, no more travel shall be taken.

If the problem is not resolved to the complainant's pleasure through informal resolution, a formal means entrust be implemented.

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

You may choose to assume the self-help approach.
If so, approach the harasser and chat "I absence (whatever the sexually harassing behavior is) to cease immediately" in a fixed and assertive manner.
This mode gives you an active role in the resolution process and a perceive of "empowerment.

" Telling the harasser to rest bequeath often dissuade the harasser from sequential and additional progressive acts of sexual harassment.

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

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

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

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

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

This flow should be discrete and kept known for your obtain lee and further to be fully impartial to the accused.

Information should be disclosed only on a deprivation to know inducement and with the harmony that the recipient has a dutifulness to guard confidentiality.

We cede closely observer the time to ensure that there is no retaliation inveigh you or any practicable witnesses.

The succeeding hike is to consider writing a missive in which you request an modern to the harassing behavior.
Writing a letter to the harasser has been a touchy heirs 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 unconditional manner, these questions cede not arise.

The memorandum should contain the following: 1.
A description of the episode and the kimd of behavior, including details about location, date, and case of the incident.

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

A description of the incident's cerebral and physical originate on you.
You should convey opinions, thoughts, and feelings, and should measure the originate 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 clear statement that you deficiency the sexual harassment to cease immediately and what is necessary to preserve any future relationship.
For example, "I dearth our relationship to be strictly professional and I don't want 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 manager or the fellow in personnel who is assisting you, and a copy to your union steward.

You may donate the memorandum to the harasser in partner or send it by endorsed mail.
We will help you write the memorandum if you scarcity us to do so.
Generally writing a missive is fresh fearsome than a uttered memorandum telling the harasser to stop.
Writing a bulletin is an noted hike toward ending the sexual harassment.

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

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

It may minimize or prohibit retaliation against you.
It may be used in backing of a formal complaint or proceedings to display that you initiated movement to hindmost 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 tunnel if supplementary hole is vital to answer a question.

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

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

" Y ___ N ___ Continued or habitual indifferent gibber of a sexual disposition and graphic comments about sex.
Y ___ N ___ Offensive and persistent "risque" jokes or sexual teasing.
Y ___ N ___ Comments made or questions asked about the sensuality of your spouse, companion or your obtain sexual orientation.

Y ___ N ___ Pseudo-medical advice given to you such as "You must be belief fusty because you didn't earn enough (sex)" or "A Little Tender Loving Care (TLC) leave cure your ailments.

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

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

Y ___ N ___ If you posses experienced sexual harassment on the task in a earth that was not listed, please use the gap 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 action did you bear to latter the harassment? (If you did not take any actions to final the harassment, leap to Question #8.
) No Action _____Filed a formal complaint/grievance _____Filed an informal complaint/grievance _____Resolved the query on your keep _____ Other measures: (Specify) _________________________________________ 6.
Did the harassment rest when you initiated movement to hindmost it? Y ___ N ___ 7.
What was the outcome? (Continue on back if necessary) _________________________________________________________________ _________________________________________________________________ 8.
If you did not move any action to final the harassment, please wave why?_________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 9.
Would you own filed a complainant if you had been aware of a system for you to do so? Y N 10.
Were you penalized in any practice for objecting or complaining? If so, how? Y N _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ 11.
Do you know of anyone who foundry in this amount who has been harassed and was afraid to entity or complain? Y N 12.
Do you believe that sexual harassment is a matter in this unit? What suggestions do you keep for creating a sexual harassment-free venture place? Y N _________________________________________________________________ _________________________________________________________________ 13.
Has harassment, or your panic of it, distracted you from your work or reduced your efficiency? Y N How? (Specify and perpetuate on back if necessary.

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

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

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