Workplace Harassment

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We are committed to ensuring a healthy and safe workplace that is free from workplace harassment. Workplace harassment is unacceptable and will not be tolerated under any circumstances.

A person is subjected to ‘workplace harassment’ if the person is subjected to repeated behaviour, other than behaviour amounting to sexual harassment, by a person, including the person’s PCBU or a co-worker or group of co-workers of the person that –
• is unwelcome and unsolicited
• the person considers to be offensive, intimidating, humiliating, or threatening
• a reasonable person would consider to be offensive, humiliating, intimidating, or threatening

‘Workplace harassment’ does not include reasonable management action taken in a reasonable way by the person’s PCBU in connection with the person’s employment.
A worker who is being harassed can contact their Supervisor or the Senior Manager for information and assistance in the management and resolution of a workplace harassment complaint.

Disciplinary action will be taken against a person who harasses a Worker or who victimizes a person who has made or is a witness to a complaint.
Complaints of alleged workplace harassment or sexual harassment found to be malicious, frivolous, or vexatious may make the complainant liable for disciplinary action.

Workplace Grievances

A workplace grievance is defined as a situation which involves two or more people with different expectations and views, each one taking a position and acting on what they believe is right. In addition, the organisation has a perspective that must also be considered. Grievances are often the result of unresolved issues, problems, or conflicts that have been avoided or not addressed to the satisfaction of those involved which results in one party making a complaint against another (often seeking the support of others in the process).

Most grievances can be resolved by communicating initial concerns with the other person(s) involved in a clear, timely and non-confrontational manner. Making a genuine effort to resolve the reason for any difference of opinion and/or conflict directly if possible is always the best option. If this is not possible or effective, then the process of conciliation through a supervisor/manager should be undertaken and must be submitted in writing.
In some situations, an external party may be required to facilitate conciliation activities. Anonymous complaints/grievances will not be supported. If you have a grievance your privacy and confidentiality will be protected as much as possible however, the process of natural justice will provide the other party a right of reply.