Page 53 - DRG HR HANDBOOK- Nikita Pillay

MANAGING THE HARASSMENT

PROCESSES (CONT.)

victims. Sexual harassment can happen to both women
and men by offenders of the opposite or same sex.

Prohibited activities include but are not limited to:

1. Verbal or written sexually suggestive or obscene
comments, jokes, or propositions.

2. Unwanted physical contact, such as touching,
grabbing or pinching.

3. Unwelcome innuendos.

4. Sexual advances of any nature.

5. Unwelcome gestures and indecent exposures.

6. Continual expression of sexual or social interest
after an indication that such interest is not desired.

7. Conduct with sexual implications when such
conduct interferes with the employee’s work
performance or creates an intimidating work
environment.

8. Quid pro quo treatment (where an employer
or supervisor attempts to influence the process
of employment, promotion or training or discipline
etc. in exchange for sexu-al favors)

COMPLAINT PROCEDURE

Immediately report any kind of harassment complaint
to Management or the Manager with whom you feel
most comfortable. If the Supervisor or Manager has
participated in or con-doned the harassment, contact
their immediate Supervisor.

A grievance form must also be completed and
forwarded to the HR Department.

All complaints will be treated in a confidential manner
and all reported incidents will be investi-gated.
Depending on the outcome of the investigation, the
harassing employee may be disciplined up to and
including termination.

An employee can also lay a charge at their local police
station, reporting the sexual harassment incident, and
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allow for the police to investigate further.