Policy - Sexual Harassment

The objective of this policy is to provide a work environment that is free from sexual harassment. To ensure that all employees are educated in the prevention of sexual harassment and to recognise the behaviours that may constitute sexual harassment.

This policy is applicable to all employees, contractors, service providers, visitors and guests when they are engaged in Maintenance Essentials activities.

General

Sexual harassment is unlawful, unacceptable and will not be tolerated by Maintenance Essentials in any circumstances.

Sexual harassment is defined as any unwanted, unwelcome or uninvited behavior of a sexual nature, which makes a person feel humiliated, intimidated or offended. Sexual harassment can take many different forms and may include physical contact, spoken comments or in writing, jokes, propositions, the display of offensive material or other behavior which creates a sexually hostile environment.

The prevention of sexual harassment is a key component in attaining high ethical standards and ensuring excellence in all activities and is a management responsibility that enhances the ability of employees to reach their full potential in a safe, quality focussed learning and working environment. It contributes to the achievement of the quality management principles that are essential to the achievement of the teaching and learning strategy, and for work groups it contributes to productivity and high quality outcomes.

Compliance

All persons covered by the scope of this policy are required to:

• Comply with this policy
• Behave appropriately
• Promote a climate of mutual respect
• Maintain confidentiality concerning any complaint or investigation

Consequences

Maintenance Essentials will treat all allegations of sexual harassment seriously and impartially. The consequences for breaching this policy will depend on the seriousness of the case.Outcomes may include, but are not restricted to the following:

• Gaining a commitment from one or more persons to cease, and not to repeat, the behavior
• Making an apology to the affected person or persons
• Providing mediation between the parties, if both parties agree to mediation process and to the mediator
• Providing targeted training regarding prevention of unacceptable workplace behaviors
• Offering support to the person making the complaint
• Offering support to the person against whom the complaint is made
• Referral of matter to the Police
• Disciplinary action, up to and including dismissal, suspension or expulsion, against the person found responsible for sexual harassment;
• Disciplinary action, up to and including dismissal, suspension or expulsion, against the person making a complaint of sexual harassment if, after investigation, the complaint is found to have been malicious or vexatious.

Examples of sexual harassment

Examples of sexual harassment can include, but are not confined to:

• uninvited touching, kisses, embraces or other physical contact, including unwelcome physical contact such as massaging a person without invitation or deliberately brushing up against them, touching or fiddling with a person’s clothes, such as lifting up skirts, flicking bra straps or putting hands in a person’s pockets
• jokes or comments with sexual overtones which the recipient finds offensive
• making threats or promises in return for sexual favours. Such threats or promises may be implied or explicit
• displays of sexually graphic material including posters, pinups, cartoons, graffiti, material from the internet or messages left on notice boards, desks or common areas, including material transmitted by e-mail and including offensive screen-savers
• repeated invitations to go out after prior refusal; “flashing” or sexual gestures
• sex-based insults, taunts, teasing or name-calling or sexually explicit conversation
• staring or leering at a person or at parts of their body;
• requests for sex or persistent questions or insinuations about a person’sprivate life
• offensive phone calls or letters
• stalking