The Way We Work Here- A Team Member's Standards Handbook - Zero Tolerance on Harassment
Zero tolerance on harassment
Harassment may be verbal, written, pictorial or physical conduct in relation to race, colour, ethnic or national origin, gender, age, disability, marital or family status, religion, ethical belief, political opinion, union affiliation, sexual orientation or health status. It is unwelcome or offensive and so serious or persistent that it affects your work performance and enjoyment.
Examples of harassment are: offensive or suggestive language (e.g.: jokes, teasing, rumours and name calling), gestures or pictures, bullying, and inappropriate physical contact. Harassment is not occasional compliments or developing friendships, sexual or otherwise, between consenting parties.
Behaviour or comments that may not offend one person may be unwelcome or offensive to another. Please be aware of the potential effects your words and actions may have on others. Harassment is unlawful and is considered serious misconduct.
Harassment policy
We do not accept harassment. If you believe you are being harassed at work, please use the complaints procedure below. Your complaint will be taken seriously, treated confidentially and dealt with quickly and fairly.
If you experience harassment, you can choose to:
- talk with the alleged harasser directly, letting them know that you find the behaviour offensive and that they must stop, or
- ask your Manager to talk to the alleged harasser without a formal complaint being made provided the safety of others is not at risk, or
- make an internal formal written complaint to either your Manager, your Manager’s Manager, or People Support who will initiate a formal investigation which is designed to be quick, provide fairness of treatment and confidentiality,
or
- make an external formal complaint under the Human Rights Act or the Employment Relations Act (however every effort will be made to resolve the issue internally where possible).
Consequences for the alleged harasser may be a written warning, including final written warning or dismissal, attendance at a therapy group as a condition of ongoing employment, a transfer out of your area, and suspension during the course of the investigation
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