Farage Printing Industries made it clear to every employee and workplace participant that sexual harassment is unacceptable in the workplace. Employers ensure that they have in place a clear sexual harassment policy, which is effectively communicated to each workplace participant and is understood. In addition, appropriate behavior is modelled by management throughout the workplace.
Farage Printing Industries’s essential elements of a sexual harassment policy
Sexual harassment policy includes the following:
• a strong opening statement on the organization’s stance on sexual harassment
• an outline of the organization’s objectives regarding sexual harassment
• a clearly worded definition of sexual harassment
• specific examples of sexual harassment that may be relevant to the particular working environment
• a statement of what is not sexual harassment
• a statement that sexual harassment is against the law
• Examples of places and times where unlawful sexual harassment may happen e.g. in the office, work conferences, work field trips etc.
• the consequences for employees if the policy is breached
• responsibilities of management and staff
• information on where individuals can get help, advice or make a complaint
• a brief summary of the options available for dealing with sexual harassment.
How Farage Printing Industries responds to appropriate remedial action when sexual harassment happens
As part of Farage Printing Industries’s legal responsibility is to deal with sexual harassment, all employers implement effective and accessible complaint procedures for employees and other workplace participants. Complaint procedure:
• conveys the message that the organization takes sexual harassment seriously
• prevent escalation of a case and maintain positive workplace relationships
• ensures that complaints are dealt with consistently and in a timely manner
• reduces the likelihood of external agency involvement which can be time consuming, costly and damaging to public image
• alerts an organization to patterns of unacceptable conduct and highlights the need for prevention strategies in particular areas
• reduces the risk of an employer being held liable under the Sex Discrimination Act and other anti-discrimination laws
• help to minimize the harm suffered by the person harassed
• Reduces the risk of the employer being held to have treated the alleged harasser unfairly, such as in an unfair dismissal claim.
How Farage Printing Industries ensure that their complaint procedures:
• are clearly documented
• are explained to all employees
• offer both informal and formal options
• address complaints in a manner which is fair, timely and confidential
• are based on the principles of procedural fairness
• are administered by trained personnel
• provide clear guidance on internal investigation procedures and record keeping
• advise a complainant that they can pursue the matter
• give an undertaking that no employee will be victimized or disadvantaged for making a complaint
• Are regularly reviewed for effectiveness
A person who has experienced sexual harassment will make a written complaint to the Farage Printing Industries’s headquarter. The complaint will be investigated and the Commission will generally endeavor to settle it by conciliation.
The law apply equally to all employees regardless of Position
Every employer, regardless of position, will take all reasonable steps to prevent sexual harassment in the workplace to avoid liability.
Farage Printing Industries prevent sexual harassment in workplace through below points
1. High-level management support
High level support from the chief executive officer and senior management for implementing a comprehensive strategy to address sexual harassment.
2. Write and implement a sexual harassment policy
3. Provide regular training and information on sexual harassment to all staff and management
4. Encourage appropriate conduct by managers
5. Create a positive workplace environment
If harassment occurs, an employer will be liable even if management was not aware of the harassment. An employer might avoid liability if the harasser is a non-management employee, the employer had no knowledge of the harassment, and there was a program to prevent harassment. If the harasser is a nonmanagement employee, the employer may avoid liability if the employer takes immediate and appropriate corrective action to stop the harassment once the employer learns about it.
Each and every staff member at Farage Printing Industries has a legal obligation to prevent sexual harassment.
Farage Printing Industries train all individuals in the workplace
All employees receive from their employers a copy “Sexual Harassment is forbidden by Farage Printing Industries”
All employees will be made aware of the seriousness of violations of the sexual harassment policy. Supervisory personnel will be educated about their specific responsibilities. Rank and file employees will be cautioned against using peer pressure to discourage harassment victims from using the internal grievance procedure.