Page 29 - OKelly Sutton Employee Handbook March19
P. 29

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 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.


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