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BFH Sydcon finds all forms of harassment including sexual harassment unacceptable. No form of harassment will be condoned at or outside work whilst on company business.
Harassment is defined as any unsolicited or unwelcome act, by either an employee, contractor or anyone else at our workplace, that humiliates or undermines the individual involved.
The effects of harassment are harmful. It can cause distress, can lead to stress, illness and poor performance.
Harassment can also reduce the effectiveness of the company by:
● Undermining the confidence of those employees who are harassed,
● Creating a threatening environment,
● Increasing sickness and absenteeism, and
● Increasing labour turnover.
Harassment may take many forms. Examples of harassment include:
● Derogatory remarks;
● Insensitive jokes or pranks;
● Insulting or aggressive behaviour;
● Ignoring or excluding an individual;
● Setting unrealistic deadlines;
● Public criticism;
● Substituting responsible tasks with menial or trivial ones;
● Withholding necessary information;
● Constantly under-valuing effort;
● Lewd comments about appearance;
● Unnecessary body contact;
● Displays of sexually offensive material including pin-ups;
● Requests for sexual favours;
● Speculation about an employee's private life and sexual activity;
● Threatened or actual sexual violence;
● Threat of dismissal or loss of promotion for refusal of sexual favours;
● Offensive internet/soft copy material; and
● Offensive e-mails.
All employees have personal responsibility for applying the company's policy and for behaving in a considerate and respectful way to each other.
Following the investigation of a harassment complaint, performance counselling action is taken in appropriate cases. The action taken depends on the particular facts of each case.
Where a written or verbal warning is given, this may be coupled with action to ensure that the victim is able to continue working without intimidation or undue anxiety, either by transfer of the harasser or victim, or amending the working practices.
Serious incidents can constitute gross misconduct for which an employee may be dismissed.
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