Bullying and Harassment Policy
Page 12 of 14
Updated by Board at meeting on 27/08/2013
SECTION 6: SEXUAL HARASSMENT 6.1 Sexual Harassment is a serious issue and SALSC recognises it as such. It may affect male or female employees and this policy applies equally to both. SALSC also recognises that harassment may also involve external contacts. Policy 6.2 It is the policy of SALSC to provide a safe working environment, free from sexual harassment and intimidation of employees or clients. 6.3 SALSC recognises the problem of sexual harassment in the workplace and is committed to ensuring any incidents are quickly and positively dealt with. 6.4 Sexual harassment is a disciplinary offence and will be grounds for disciplinary action. If the alleged harasser is not an employee of SALSC, the circumstances should be discussed with the COO who will take appropriate action necessary to protect the employee. This may involve the police as appropriate. Introduction 6.5 Sexual harassment is difficult to define by drawing up lists of acceptable and unacceptable behaviour or to classify according to degrees of seriousness. This is because behaviour which one person finds acceptable may cause annoyance or outrage to another. 6.6 Sexual harassment can be defined as behaviour of a sexual nature, which is unwelcome and offensive to the victim and which, may adversely affect the individual’s health and performance at work, particularly if this behaviour is persistent. 6.7
Examples of sexual harassment: (a) Suggestive remarks, jokes or insulting language; (b) Sexual innuendo; (c) Unwelcome comments about dress or appearance; (d) The display of “pin-ups” or pornographic pictures; (e) Unwelcome physical contact; (f) Demands for sexual favours.
6.8 Sexual harassment is not sexual flirtation based on mutual consent. Sexual harassment is frequently a display of power, which is intended to intimidate, coerce, embarrass or degrade another employee or client. SALSC is supported by