{"_id":"5579b9d334ca680d00fc4118","__v":1,"githubsync":"","category":{"_id":"54ec5f741e4103170077ef7c","pages":["54ec6520d17b6d2300a54d7f","54ec652ec0c0ba1700386f9a","55588bbf806086370098e6da","55588bf3eb56ae2f00f714a4","5558cddf407ab01900e1219f","5579b82959c8ab0d008fbc84","5579b9d334ca680d00fc4118","5579bbf9a7e7ab35006a085f","5579bd2934ca680d00fc4126","557b0b24b5052c1700543da4"],"project":"54b14b496dcdce1400379070","version":"54b14b496dcdce1400379073","__v":10,"sync":{"url":"","isSync":false},"reference":false,"createdAt":"2015-02-24T11:24:36.388Z","from_sync":false,"order":3,"slug":"policies","title":"Policies"},"parentDoc":null,"project":"54b14b496dcdce1400379070","user":"54b14b1c216cfa1400f219bf","version":{"_id":"54b14b496dcdce1400379073","project":"54b14b496dcdce1400379070","__v":10,"createdAt":"2015-01-10T15:54:49.997Z","releaseDate":"2015-01-10T15:54:49.997Z","categories":["54b14b4a6dcdce1400379074","54b14b6ff5b9590b0074cf91","54ec5f741e4103170077ef7c","54ec5f9516316017004a28da","54ec65071e4103170077ef83","54ec70b81e4103170077ef9f","54ec70f2581b182100d5b7be","54ec7215b2610037001edc79","54ec7b480e51d12100d19bc0","5d43e5b928dec70047f58026"],"is_deprecated":false,"is_hidden":false,"is_beta":false,"is_stable":true,"codename":"","version_clean":"1.0.0","version":"1.0"},"metadata":{"title":"","description":"","image":[]},"updates":[],"next":{"pages":[],"description":""},"createdAt":"2015-06-11T16:39:47.969Z","link_external":false,"link_url":"","sync_unique":"","hidden":false,"api":{"results":{"codes":[]},"settings":"","auth":"required","params":[],"url":""},"isReference":false,"order":5,"body":"We support your right and opportunity to seek, obtain and hold employment without\ndiscrimination and with respect for your dignity.\n\nHarassment in the workplace is a discriminatory act which in any form is unacceptable and inmost cases unlawful. We are committed to providing a working environment which is\nharmonious and acceptable to all. We extend this principle to the people our organisation deals with.\n[block:api-header]\n{\n  \"type\": \"basic\",\n  \"title\": \"What Is Harassment?\"\n}\n[/block]\nHarassment is “unwanted conduct related to a relevant protected characteristic, which violatesan individual’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for that individual”.\n\nHarassment is not only unacceptable language or behaviour which causes the recipient to be embarrassed, offended or threatened. Someone may complain about particular behaviour that they find offensive even though it was not directed at them. Neither does the person complaining need to possess the protected characteristic. It may also be behaviour directed at someone who associates with a person who has a protected characteristic or because they are believed to possess a protected characteristic (even if they don’t).\n[block:api-header]\n{\n  \"type\": \"basic\",\n  \"title\": \"Your Responsibilities\"\n}\n[/block]\nIt is your duty to treat people with respect; appreciating their feelings and considering their wellbeing in what you say or do. What may be acceptable to one person may upset and/or intimidate another. Harassment takes many forms and can range from relatively mild banter to actual physical violence. It can be delivered in many ways and this policy applies to all forms of communication including text messages, email and comments posted on social networking sites.\n\n**Examples**\n\nThe following are examples of behaviour which we consider constitutes harassment:\n\n  * Coarse or insensitive jokes and pranks.\n  * Coarse or insensitive comments about appearance or character.\n  * Display or distribution of offensive material whether written or pictorial.\n  * Deliberate exclusion or isolation from conversation or activities.\n  * Unwelcome familiarity or body contact.\n  * Abusive, insulting, or threatening language.\n  * Demands or threats to intimidate or obtain favours.\n**\nThreatened or actual violence**\n\nThis is not intended as an exhaustive list. We will investigate all allegations of such behaviour. Offenders are liable to disciplinary action and, in serious cases, dismissal.\n\n**Where You Encounter Harassment**\n\nIf you feel you are being harassed, the first step is to make clear you want it to stop. Tell the person harassing you that you find such behaviour unacceptable. Person-to-person discussion at an early stage is often enough to stop harassment. Alternately, you could seek the help of a trusted colleague and ask them to approach the person causing offence on your behalf.\n\nIf the behaviour continues, or you consider an instance to be particularly serious, please\nimplement the grievance procedure. We assure you that grievances will be dealt with promptly and in a discrete and caring manner.\n\nWhere you make or support a complaint in good faith, you will not be victimised for doing sowhatever transpires.\n\nWe are unable, however, to protect anyone who maliciously makes or supports an untrue\ncomplaint. We investigate such occurrences utilising our disciplinary procedure.","excerpt":"","slug":"non-harassment-policy","type":"basic","title":"Non Harassment Policy"}

Non Harassment Policy


We support your right and opportunity to seek, obtain and hold employment without discrimination and with respect for your dignity. Harassment in the workplace is a discriminatory act which in any form is unacceptable and inmost cases unlawful. We are committed to providing a working environment which is harmonious and acceptable to all. We extend this principle to the people our organisation deals with. [block:api-header] { "type": "basic", "title": "What Is Harassment?" } [/block] Harassment is “unwanted conduct related to a relevant protected characteristic, which violatesan individual’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for that individual”. Harassment is not only unacceptable language or behaviour which causes the recipient to be embarrassed, offended or threatened. Someone may complain about particular behaviour that they find offensive even though it was not directed at them. Neither does the person complaining need to possess the protected characteristic. It may also be behaviour directed at someone who associates with a person who has a protected characteristic or because they are believed to possess a protected characteristic (even if they don’t). [block:api-header] { "type": "basic", "title": "Your Responsibilities" } [/block] It is your duty to treat people with respect; appreciating their feelings and considering their wellbeing in what you say or do. What may be acceptable to one person may upset and/or intimidate another. Harassment takes many forms and can range from relatively mild banter to actual physical violence. It can be delivered in many ways and this policy applies to all forms of communication including text messages, email and comments posted on social networking sites. **Examples** The following are examples of behaviour which we consider constitutes harassment: * Coarse or insensitive jokes and pranks. * Coarse or insensitive comments about appearance or character. * Display or distribution of offensive material whether written or pictorial. * Deliberate exclusion or isolation from conversation or activities. * Unwelcome familiarity or body contact. * Abusive, insulting, or threatening language. * Demands or threats to intimidate or obtain favours. ** Threatened or actual violence** This is not intended as an exhaustive list. We will investigate all allegations of such behaviour. Offenders are liable to disciplinary action and, in serious cases, dismissal. **Where You Encounter Harassment** If you feel you are being harassed, the first step is to make clear you want it to stop. Tell the person harassing you that you find such behaviour unacceptable. Person-to-person discussion at an early stage is often enough to stop harassment. Alternately, you could seek the help of a trusted colleague and ask them to approach the person causing offence on your behalf. If the behaviour continues, or you consider an instance to be particularly serious, please implement the grievance procedure. We assure you that grievances will be dealt with promptly and in a discrete and caring manner. Where you make or support a complaint in good faith, you will not be victimised for doing sowhatever transpires. We are unable, however, to protect anyone who maliciously makes or supports an untrue complaint. We investigate such occurrences utilising our disciplinary procedure.