Page 40 - My Clinic Employee Handbook Draft V.1

complaint of harassment, explain the procedures to be followed if a complaint of sexual harassment or
harassment is made, ensure that an employee making a complaint is not victimised for doing so, and monitor
and follow up the situation after the complaint is made so that the sexual harassment or harassment does not
recur.

Employees of the Company are expected to contribute to the achieving of a sexual harassment free and
harassment free environment through co-operation with strategies to eliminate sexual harassment and
harassment and that sexual harassment and harassment by employees constitutes misconduct and may lead to
disciplinary action.
Sexual harassment and harassment by non-employees such as clients, customers and business contacts may
lead to termination of business contracts, suspension of services or the exclusion from premises or the
imposition of other appropriate sanctions.
A company sexual harassment policy is to be communicated to all those potentially affected by it. For employees
this is by means of company handbook. For other parties this may be by way of newsletter, website, e-mail or
notice board. All employees are required to sign their acceptance of this handbook and by so doing they signify
that they have read this policy.

The Company will keep a record of all complaints of sexual harassment and harassment and a note of the
outcome or resolution. The Company will monitor this information at regular intervals to evaluate the success
of the policy.
The Company may require staff to attend training on issues of sexual harassment, harassment and bullying.
Employees are referred to the detailed complaints procedure set out hereafter. This sexual harassment,
harassment and bullying policy will be reviewed at regular intervals in line with changes in the law, relevant case
law or other developments.

3.3.7 Complaints Procedure
Employees need not fear that they will be victimised for forwarding a complaint of harassment or sexual
harassment. Retaliation against an employee for complaining about or giving evidence about harassment or
sexual harassment is a disciplinary offence. Wherever possible an employee who believes that they have been
the subject of harassment should in the first instance ask the person responsible to stop the harassment or
sexual harassment, and if any person suffers adverse employment consequences or any detriment, a complaint
under the procedure should be made as follows:
a) The employee who believes they have been the subject of harassment should report the alleged act to
a MANAGER. If the employee would find this embarrassing, or the complaint is about the immediate
manager/supervisor, the report should be made to a colleague.
b) All complaints will be handled in a timely, confidential and sensitive manner and employees will receive
a fair and impartial hearing.
c) If possible, the employee who believes they have been the subject of harassment should confirm in
writing:
• The name of the alleged harasser;

• The date of the incident/incidents;
• The nature of the conduct complained of;

• The names of any persons present.
d) If the investigation reveals the complaint is valid, prompt attention and action designed to stop the
harassment immediately and prevent its recurrence will be taken and the Company's disciplinary
procedure will be used as appropriate. In such circumstances if relocation is appropriate every effort
will be made to relocate the harasser and not the recipient.

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