Anti-harassment policy

Introduction

11 Recruitment is committed to maintaining a work environment free from any form of harassment. This policy outlines our zero-tolerance approach to harassment and the procedures for reporting and addressing any incidents. This policy applies to all employees, whether casual or permanent.


Definition of Harassment

Harassment includes any unwelcome advances, requests for favours, and other verbal or physical conduct that is based on an individual’s race, colour, religion, sex, national origin, age, disability, or any other legally protected characteristic when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment.
  • Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual.
  • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Examples of Harassment

Sexual Harassment:

  • Unwelcome touching, patting, or pinching.
  • Offensive or derogatory comments, jokes, or gestures of a sexual nature.
  • Displaying sexually explicit materials.
  • Sending or requesting sexually explicit emails or messages.

Non-Sexual Harassment:

  • Derogatory comments, jokes, or slurs based on race, colour, religion, national origin, age, disability, or any other protected characteristic.
  • Threatening or intimidating behaviour.
  • Displaying offensive materials that demean or insult an individual based on their protected characteristic.
  • Bullying or aggressive behaviour that creates a hostile work environment.

Reporting Procedures

  • Immediate Reporting: Any employee who believes they have been subjected to harassment or has witnessed such behaviour should report the incident immediately to their supervisor.
  • Confidentiality: All reports of harassment will be treated with the utmost confidentiality to protect the privacy of all parties involved.
  • Investigation: All complaints will be promptly and thoroughly investigated. Appropriate corrective action will be taken if it is determined that harassment has occurred.

Consequences

  • Disciplinary Action: Any employee found to have engaged in harassment will be subject to disciplinary action, up to and including termination of employment.
  • Protection Against Retaliation: Employees who report harassment or participate in an investigation will be protected from retaliation. Any form of retaliation will be treated as a serious violation of this policy and will result in disciplinary action.

Support and Resources

Employees who have experienced harassment will be provided with access to support services, including counselling and legal assistance if necessary.

For any questions or further clarification, please contact your supervisor at 11 Recruitment.


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