HARASSMENT AT WORK POLICY

Let Minnow Cafe believe all workers have the right to work in an environment free of harassment. Harassment is unacceptable and unreasonable behaviour which the company will not tolerate. Our goal is to provide a harassment-free work environment for all employees and other people who attend the workplace.

We all have a responsibility to treat each other fairly and equally. This means behaving with integrity, trust and respect for the individual is paramount.

Respect is one of the most basic building blocks of any productive organisation.

Respect for one another as workers, colleagues, as competent contributors, as subordinates or as managers is fundamental to getting work done in a way that allows everyone to give their best.

If you believe you have been a victim of workplace harrassment, please complete the Workplace Bullying and Harassment Form.


MANAGERS

Managers are responsible for making staff aware of the company's required standards of work behaviour, and for ensuring the work environment is free of harassment.

SEXUAL AND RACIAL HARASSMENT

Sexual or racial harassment of workers or anyone else who attends a workplace is prohibited by law.

The management of Let Minnow Cafe will take prompt and appropriate action to investigate and resolve any alleged or suspected incidents of sexual or racial harassment. Appropriate corrective and/or disciplinary action, including the possibility of dismissal, will be taken into account where harassment is found to have occurred.

All workers must attend harassment in workplace training as applicable, which forms part of the new employee induction program.


Definitions:

Sexual harassment is defined as any unwanted, unwelcome or uninvited behaviour of a sexual nature, which makes another person feel humiliated, embarrassed, intimidated or offended. Sexual harassment can take many different forms and may include physical conduct, offensive material or other behaviour that creates a sexually hostile working environment.

Examples of possible sexual harassment include:

  • material displayed publicly or put in someone's workspace that is sexually explicit, or offensive


  • persistent, unwelcome demands, or subtle pressures of sexual favours or outings


  • leering, patting, pinching, touching or unnecessary familiarity


  • intrusive questions about sexual activity


  • offensive comments on physical appearance, dress or private life


  • jokes, messages, telephone calls or emails of an offensive, sexual nature


  • sexual assault (a criminal offence which you are advised to report to the police).


Racial harassment is defined as any unwanted, unwelcome or uninvited behaviour based on a person's race, nationality or ethnic/cultural origin, which makes another person feel humiliated, intimidated or offended. It can take many different forms and may include physical conduct, offensive material or other behaviour which create a hostile working environment. Examples include:

  • racial abuse and insults


  • publication, distribution or display of offensive material, including wearing clothing with offensive slogans


  • inciting hatred, contempt or ridicule of a person on the ground of their race


  • threatening (or inciting others to threaten) physical harm to people or property.


Justified and constructive performance feedback in relation to your job role, task and responsibilities are not regarded as harassment.


HARASSMENT MAY OCCUR OUTSIDE THE WORKPLACE

Note: harassment does not have to occur at the normal workplace. It may also occur at work-related social functions, at off-site work functions such as conferences, via SMS messages sent outside the workplace, and even in employees' homes.

PROCEDURE FOR HANDLING COMPLAINTS OF HARASSMENT

If you believe you have been harassed at work, or if you witness behaviour by others at work that may amount to harassment, you should report the matter by the completing the Workplace Bullying and Harassment Form and speaking to Julie Sowter (Owner).

Your complaint and possible resolutions of it will be discussed in confidence with you. If you wish it to be investigated, this will be done fully and promptly, which may involve obtaining further information from witnesses. You will be kept informed of all the steps we take and the progress of your complaint.


Your confidentiality will be respected, and you will not be victimised for having made a complaint. You will be advised of the findings of the investigation, and possible resolutions will be discussed with you.

Note: any complaints found to be frivolous or vexatious may result in disciplinary action, for example, attempts to 'get even' or 'seek revenge' for some other issue.

CONSEQUENCES OF HARASSMENT

If a worker is found to have committed conduct that amounts to harassment of another person, disciplinary action may be taken against the employee, which may include termination of employment.