Workplace Harassment

Introduction

Globus is committed to providing a work environment which is pleasant for employees to work in and which is conducive to good workplace relations.

This policy is aimed at ensuring that employees are not subjected to any unwanted workplace harassment. Harassment in the workplace decreases productivity, increases absenteeism, and is also against the law. For these reasons harassment will not be tolerated at Globus.

What is workplace harassment?

The most common form of workplace harassment is sexual harassment. Sexual harassment is behaviour of a sexual nature which is unwelcome and has the effect of offending, intimidating or humiliating the person being harassed. Sexual harassment most often happens against women, but men can also be subject to sexual harassment.

Workplace harassment can also be based on race, disability, age, pregnancy, marital status, homosexuality, transgender, or HIV/AIDS status.

Harassment in the workplace can create an unpleasant or even hostile work environment. Harassment makes work difficult for everyone - the person being harassed, as well as employees witnessing the harassment. The harasser also is not concentrating on their work when he/she engages in this type of behaviour.

Workplace harassment usually consists of a pattern of unwelcome behaviour, however, it can consist of just one act where this is of a serious nature. Also there is no requirement that the harasser intend to offend or harm in order for it to be unlawful. All that is required under the law is that a reasonable person would consider the person being harassed would be offended, humiliated or intimidated by the behaviour in question.

The key element of sexual harassment is that it is unwelcome behaviour. It has nothing to do with mutual attraction, or private, consenting friendships, whether sexual or not.

Examples of unlawful harassment

  • suggestive comments about a person’s body or appearance
  • leering or staring at a person or parts of their body
  • demands that revealing clothing be worn
  • tales of sexual performance
  • persistent, unwelcome proposals of marriage
  • gender based insults or taunting sexist or racist joke
  • pornographic or nude posters in the workplace
  • homophobic material displayed on the notice board
  • homophobic abuse
  • verbal or written abuse directed at a transgender person
  • touching a person in a sexual way
  • sexual assault (criminal offence)
  • asking questions about a person’s sex life
  • unwanted confidences about a person’s sex life or lack thereof
  • persistent requests for a night out where these are rejected
  • requested for sex where these are unwelcome
  • making jokes at the expense of a person with a disability
  • verbal abuse or derogatory comments based on race
  • abuse based on a person’s age

In some instances the harassment might take place outside the workplace: the office Christmas party for example; or when an employee makes unwelcome phone calls to another employee at their home or follows them home from work.

If you go to another workplace to do your work there, it is also against the law to harass someone who is working there. The Company recognises that workplace harassment may involve comments and behaviours which offend some people and not others. The managers of Globus accept that individuals may react differently to comments and behaviour. That is why a minimum standard of behaviour is required of employees which, as far as possible, is respectful of all employees.

Are you suffering harassment?

If you believe that you are being harassed there are a number of important steps you should take:

  • Tell the person that their behaviour is unacceptable, and that it must stop. It is important to say these things to the harasser otherwise they may interpret your silence as consent. If you would feel too uncomfortable saying these things to the harasser, this will not mean that you don’t have a valid claim.
  • Report the behaviour or incident to your manager, or the Group General Manager; you may wish to lodge a grievance under the Company’s Grievance Handling Policy.
  • Keep your complaint confidential - this will avoid idle gossip and the possibility of defamation proceedings against you or the Company

What will the Company do?

Globus has a legal responsibility to take reasonable steps to prevent harassment from happening in the workplace. This involves educating employees about harassment, putting in place this policy, implementing grievance procedures and ensuring compliance by all in the workforce.

If you make a complaint of workplace harassment it will be taken very seriously and will be dealt with sympathetically and in a confidential manner. This complaint will be investigated and, if found to be proved, appropriate warnings or other disciplinary action will be taken against the harasser.

You will not be victimised or treated unfairly for making a complaint.

If you are not satisfied with the way in which your complaint has been dealt with by the Company, you can seek further advice from an outside agency.

Manager’s and supervisor’s role

Managers and supervisors have an important role in the prevention of workplace harassment. Firstly, managers and supervisors must ensure that they do not harass employees. Secondly, managers and supervisors must ensure that their staff understand the Workplace Harassment Policy. When they observe discrimination or harassment, they should take steps to stop it and warn the person of the consequences if the behaviour continues. If a person approaches them with a complaint about harassment, they should take appropriate steps to resolve it. If this is not possible or inappropriate, then the Group General Manager should be informed.

Employee’s role

Each employee must ensure that they do not engage in harassing behaviour towards other employees, manages or supervisors, clients or customers. Employees should be aware that they can be held legally responsible for their unlawful acts. Employees who aid, abet or encourage other persons to harass can also be held legally liable.