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3.3.2 Behaviour that may constitute harassment
Many forms of behaviour may constitute harassment including: -
• Verbal harassment - jokes, comments, ridicule or songs.
• Written harassment - including faxes, text messages, e-mails or notices.
• Physical harassment - jostling, shoving or any form of assault.
• Intimidatory harassment - gestures, posturing or threatening poses.
• Inappropriate use on on-line social media platforms and/or forums
• Visual display such as posters, emblems or badges or on-line content posted to social media platforms
• Isolation or exclusion from social activities.
• Pressure to behave in a manner that the employee reasonably thinks is inappropriate, for example,
being required to dress in a manner unsuited to a person's ethnic or religious background.

3.3.3 Definition (Sexual Harassment)
Sexual harassment is defined as unwanted verbal, non-verbal or physical conduct of a sexual nature being
conduct which has the purpose or effect of violating a person's dignity and creating an intimidating, hostile,
degrading, humiliating or offensive environment for the person.

3.3.4 Behaviour that may constitute sexual harassment
Many forms of behaviour may constitute sexual harassment including:

• Unwelcome acts of physical intimacy.
• Unwelcome requests for sexual favours.
• Any other act or conduct including spoken words, gestures or the production, display or circulation of
written words, pictures or other material that is unwelcome and which has the purpose or effect of
violating a person's dignity and creating an intimidating, hostile, degrading, humiliating or offensive
environment for the person. This may include jokes, pin ups, comments about a particular sex in general
or about someone's sexuality in particular. A single incident may constitute sexual harassment.
3.3.5 Duty of those responsible for employees
All supervisory personnel are responsible for eliminating any harassment or bullying of which they are aware.
Failure to take appropriate steps will be considered failure to fulfil all the responsibilities of the position and may
be dealt with under the Company's disciplinary procedure.

3.3.6 Sanctions and Miscellaneous matters
All employees have the right to be treated with dignity and respect and complaints by employees will be treated
with fairness and sensitivity and in as confidential a manner as possible. Sexual harassment, harassment and
bullying by the Company, its employees, clients, customers or business contacts will not be tolerated and may
lead to disciplinary action (in the case of employees) and other sanctions, for example, the suspension of
contracts or services or exclusions from premises (in the case of non-employees).
The protection afforded by the policy extends to sexual harassment, harassment and bullying by co-workers,
clients, customers or other business contacts either in the workplace or beyond the workplace including
conferences and training and may extend to work related social events. It includes the different treatment of an
employee because he/she has rejected or accepted the sexual harassment, harassment or bullying, and further
includes persons working with the Company who are working through employment agencies or on vocational
training.
It is a matter for the recipient of the behaviour to decide whether that behaviour is unwelcome, irrespective of
the attitude of others to the matter.
Employees who make a complaint or who give evidence at proceedings will not be victimised by the Company
in any way. The Company expects its senior employees to have a particular responsibility to ensure that sexual
harassment, harassment and bullying do not occur and that complaints are addressed speedily. Company
Directors, managers and supervisors therefore will provide good example by treating all in the workplace with
courtesy and respect, promote awareness of company policy and complaint procedures, be vigilant for signs of
harassment and take action before a problem escalates, respond sensitively to an employee who makes a

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