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unity Employee 6 half of I have read, understood and retained a copy of this Policy, the contents of which I understand and accept. Employee______________________ Dated____________________ Harassment and Equal Opportnsibilities in the areas of equal opportunities and discrimination and will take whatever steps are necessary to deal with complaints of harassment in a sympathetic but firm manner. Signed for and betact any member of management or a Company with this information at any time. 8. Conclusion This policy is designed to help create an effective working environment. The Company recognises its respo opportunities in the work place. Employees should also advise the Company of any facilities that they believe need to be made accessible and usable by individuals with disabilities. Employees may conaviour and prevent further incidents. All Employees are also encouraged to advise the Company as to how the Company can accommodate any disability they may have so that they will have equal employmentlling will also be provided to the harasser, explaining what was Harassment and Equal Opportunity Employee 5 unacceptable about their behaviour. The object of such counselling is to help change behestigation. 7. Counselling and Assistance As well as investigating complaints of harassment, the Company may ( at its absolute discretion) provide counselling to the complainant. If required counseconcludes that the complaint was reckless, frivolous, or vexatious. The personnel department will keep and maintain in secure files all information pertaining to any sexual harassment complaint or invrespondent only if the final decision-maker concludes that the individual engaged in prohibited conduct. No record of a complaint is kept in the complainant's personnel file, unless the investigation stances (e.g. assault) acts of harassment may additionally give rise to civil or criminal liability. A copy of the investigation report and the final decision is included in the personnel file of the ill be treated as disciplinary offences with penalties as laid out in the Company's disciplinary procedure. These include loss of bonuses and/or the possibility of summary dismissal. In certain circumsent their case. Those involved in/affected by the alleged harassment may be suspended on full pay during investigations. Where investigation results in a complaint being upheld, cases of harassment winary policy. An appropriate manager /Director will carry out investigations promptly, independently and objectively. Full details will be recorded and all parties will be given the opportunity to preses. Employees will be protected from victimisation for being involved in or making a complaint of harassment and any individual accused of victimising another will be subject to the Company's disciplealed strictly on a need-to-know basis. Information contained in a formal complaint is kept confidential. However, the identity of the complainant must usually be revealed to the respondent and witneshe initial approach. All complaints about breach of this policy should be raised with a Director in writing. All enquiries, complaints and investigations are treated confidentially. Information is revty to stop, making it clear that the behaviour is unwelcome. In circumstances where it is too difficult or embarrassing for the individual to do this on his/her own behalf, a work colleague may make ts Employees have the right not to be harassed or discriminated against and the right to complain should it occur. However, it may be possible to stop some forms of harassment by asking the guilty parual Opportunity Employee 4 the complaint procedure at the time the problem occurs. Without this the Company cannot take the specific steps necessary to redress the particular problem. 6. Procedure In the event that an employee believes himself/herself to be subject to continued harassment, or any form of discrimination, it is the employee's personal responsibility to utilise Harassment and Eq who believe that they are subject to harassment must make it plain at an early stage that the behaviour is unacceptable to them and that if it is not stopped they will invoke the complaint procedure.bility. 5. Workers' Responsibilities Every employee is responsible for his/her own behaviour and is expected and required to behave in an acceptable manner and in accordance with this policy. Staffhat the employee is protected against victimisation for making or being involved in a complaint. Each manager will, as part of his or her own appraisal, be judged on this aspect of managerial responsis are responsible for ensuring that their staff are aware of the Company's policy. Complaints to a manager will be dealt with quickly and sensitively and it is the manager's responsibility to ensure tgers have a direct responsibility towards all of their staff to uphold the Company's policy and maintain the required standard of professional conduct between colleagues working in their area. Managerersuasion, colour, age or handicap. It is the policy of the Company to judge current and potential staff only on the effectiveness of their work performance. 4. Management Responsibilities All manay dismissed. Discrimination arises whenever decisions regarding employment, advancement and/or remuneration are wholly or partly based on gender, sexual orientation, race or ethnic origin, religious p in all work-related settings outside the workplace (e.g. social events or business travel). Where proven, it constitutes gross misconduct for which an employee will be penalised and could be summarilnt deems to be offensive. any actions of the above nature committed through the medium of computer, e-mail or on the internet. e f g h i This type of behaviour is unacceptable in the workplace andsuggestive, insulting or obscene comments including comments about an individual's body, sexual prowess or deficiencies. on-going `banter' focused on gender, race, creed or disability that the recipieent related opportunity or otherwise threatening retaliation of the employee because they refused to comply with a sexually oriented request. indecent exposure. visual display of posters or pictures. eone to insult or ridicule because of their race, gender, etc. leering, whistling, touching, pinching, assault or coerced sexual acts. b c d denying, directly or indirectly, an employee an employm and socially acceptable behaviour but can include: a physical, verbal or non-verbal sexual attention, including subtle or overt pressure for sexual favours, advances, propositions etc. subjecting somon gender, race, creed, disability or other distinguishing qualities, affecting the dignity of either women or men, or both, at work. This does not cover occasional compliments, traditional politenessrnal suppliers. Reference in this Policy to "employees" should be construed accordingly. 3. Definitions Harassment can be defined as any unwanted conduct of a sexual nature, or other conduct based all Directors, managers and staff of the Company together with all those working directly or indirectly for the Company as well as third parties dealing with the Company, including customers and extehat individuals are selected promoted and remunerated only on the basis of their relevant merits, abilities, and actual or potential contribution to the business. 2. Coverage This policy applies tothe same way regardless of gender, marital status, sexual orientation, age, race, nationality, ethnic origin, religion, colour or disability. Selection criteria and procedures are intended to ensure tage, race, disability, gender, religion, sexual orientation or fixed term or part time employment status. The Company is an equal opportunities employer and will treat job applicants and employees in stress. It is illegal and detrimental to the business. The Company will not tolerate harassment of any kind and will ensure that the management of staff is not based on discrimination, in relation to orms.com. ABC (UK) LIMITED HARASSMENT, DISCRIMINATION AND EQUAL OPPORTUNITY POLICY 1. Introduction and Policy Harassment and discrimination can cause the victim unnecessary distress, anxiety and ICT LIABILITY, OR TORT (INCLUDING NEGLIGENCE OR OTHERWISE) ARISING IN ANY WAY OUT OF THE USE OF THESE MATERIALS. The use of these materials is subject to the "Terms and Conditions" found at findlegalfCLUDING, BUT NOT LIMITED TO, PROCUREMENT OF SUBSTITUTE GOODS OR SERVICES; LOSS OF USE, DATE OR PROFITS; OR BUSINESS INTERRUPTION) HOWEVER USED AND ON ANY THEORY OF LIABILITY, WHETHER IN CONTRACT, STR, PARTNERS, OR AFFILIATES; OR II) THE PROVIDERS, AUTHORS OR PUBLISHERS OF ITS MATERIALS, BE RESPONSIBLE OR LIABLE FOR ANY DIRECT, INDIRECT, INCIDENTAL, SPECIAL, EXEMPLARY, OR CONSEQUENTIAL DAMAGES (IN OR IMPLIED WARRANTIES OF MERCHANTABILITY, SUITABILITY OR COMPLETENESS FOR ANY OF THE MATERIALS FOR YOUR PARTICULAR NEEDS. THE MATERIALS ARE USED AT YOUR OWN RISK. IN NO EVENT WILL: I) FLF, ITS AGENTSbe consulted for all serious legal matters. No Attorney-Client / Solicitor-Client relationship is created by use of these materials. THESE MATERIALS ARE PROVIDED "AS-IS." FLF DOES NOT GIVE ANY EXPRESS not a law firm and does not provide legal advice. The use of these materials is not a substitute for legal advice. Only an attorney / solicitor can provide legal advice. An attorney/solicitor should event of any subsequent disputes and how these will be dealt with and includes the following: · · · · recruitment training promotion grievance procedures. DISCLAIMER: FindLegalForms, Inc. ("FLF") iss well as making a clear statement to all employees about the company's expectations with regard to equal opportunities and how it will not tolerate discrimination, it also acts as a rule book in the rmal procedure confidentiality With respect to the equal opportunities policy this part of the policy demonstrates the employer's commitment to equal opportunities and abhorrence of discrimination. Ait will be dealt with. The policy covers the following: · · · · · definition of harassment (sexual, racial, age, bullying and intimidation) procedure for dealing with harassment informal procedure foand, Wales and Scotland. The harassment policy sets out clearly how the employer will create a harmonious, harassment-free working environment and outlines what harassment in the workplace is and how COMMENTARY Harassment, Discrimination and Equal Opportunity Policy This policy covers each of harassment, discrimination and equal opportunities in one simple document that is suitable for use in Engl