Respect for Others or Harassment, Bullying And Victimisation Policy
` Juatco Law Offices strictly does not tolerate any form of harassment, bullying and/or victimisation. An employee who has committed any of the following acts shall be terminated.
Harassment
Sexual Harassment can be physical conduct ranging from the invasion of personal space and/or inappropriate touching to serious assault. It can include questions or remarks about a person’s sex life, comments or ridicule about appearance or dress, unwanted sexual advances, sexually explicit remarks or innuendoes and/or pressure for sexual favours, displays or distribution of pornographic or sexually suggestive material, including graffiti, posters or other offensive material.
According …show more content…
Bullying can be threatening, insulting, abusive, disparaging or intimidating behaviour placing inappropriate pressure on the recipient which can affect self-confidence and self-esteem or has the effect of isolating or excluding them. Bullying can take the form of persistent shouting, sarcasm or derogatory remarks; it can be constant criticism, without constructive support, to assist a member of staff to address performance concerns; it may also include cyber bullying, i.e. using the internet and related technologies to harm another person in a deliberate, repeated and hostile …show more content…
Remember that all people find different things acceptable and everyone has the right to decide what behaviour is acceptable to them and to have their feelings respected by others. You may have offended them without intending to and a simple apology may resolve the matter.
If accused of harassment or bullying, you may wish to contact your HR Manager who can refer you to someone in HR not involved in the particular case.
Those who are the subject of a complaint will be treated with respect. Confidence will be maintained but there are limits to confidentiality in that the complaint, any witness statements and the investigator’s report will be seen by those who have to be involved.
If you believe the accusation to be unfounded, you should say so and participate willingly in the proceedings, so that the situation can be resolved either informally or formally. You should also be prepared to participate in mediation if this is identified as an appropriate solution.
If the evidence suggests that the complaint was made vexatious or maliciously, disciplinary action may be taken against the complainant (up to and including
` Juatco Law Offices strictly does not tolerate any form of harassment, bullying and/or victimisation. An employee who has committed any of the following acts shall be terminated.
Harassment
Sexual Harassment can be physical conduct ranging from the invasion of personal space and/or inappropriate touching to serious assault. It can include questions or remarks about a person’s sex life, comments or ridicule about appearance or dress, unwanted sexual advances, sexually explicit remarks or innuendoes and/or pressure for sexual favours, displays or distribution of pornographic or sexually suggestive material, including graffiti, posters or other offensive material.
According …show more content…
Bullying can be threatening, insulting, abusive, disparaging or intimidating behaviour placing inappropriate pressure on the recipient which can affect self-confidence and self-esteem or has the effect of isolating or excluding them. Bullying can take the form of persistent shouting, sarcasm or derogatory remarks; it can be constant criticism, without constructive support, to assist a member of staff to address performance concerns; it may also include cyber bullying, i.e. using the internet and related technologies to harm another person in a deliberate, repeated and hostile …show more content…
Remember that all people find different things acceptable and everyone has the right to decide what behaviour is acceptable to them and to have their feelings respected by others. You may have offended them without intending to and a simple apology may resolve the matter.
If accused of harassment or bullying, you may wish to contact your HR Manager who can refer you to someone in HR not involved in the particular case.
Those who are the subject of a complaint will be treated with respect. Confidence will be maintained but there are limits to confidentiality in that the complaint, any witness statements and the investigator’s report will be seen by those who have to be involved.
If you believe the accusation to be unfounded, you should say so and participate willingly in the proceedings, so that the situation can be resolved either informally or formally. You should also be prepared to participate in mediation if this is identified as an appropriate solution.
If the evidence suggests that the complaint was made vexatious or maliciously, disciplinary action may be taken against the complainant (up to and including