Respect At Work
Many employers first find out they have a sexual harassment claim when they receive the Australian Human Rights Commission formal notification followed closely by an expensive letter of demand from the employee’s solicitor. In 30+ years of assisting employers I have never seen a cheap sexual harassment compensation demand. We are talking legal claims of $70-$80k.
‘When was the last time an employee told you they were intending to bully a colleague?
‘Or sexually harass someone?
‘They won’t – will they.
‘Do they understand that these behaviours are wrong? Not acceptable in your workplace?
‘Often ‘no’ (That’s what they say)
‘Guess whose obligation it is to teach them and prevent these behaviours?
Employers have a legal obligation to take active steps to prevent sexual harassment.
Step 1 - Educate yourself
Request a copy of the Hunter Employee Relations Employer Guide – Workplace Bullying, Harassment & Discrimination. It provides senior management with a clear outline of this area of employment law and how to address it.
It also outlines the new legal requirements on employers to take a proactive approach to eliminate sexual harassment in the workplace.
Step 2 - Respect at Work Policy
Bullying, Harassment, Sexual Harassment & Discrimination
Having a comprehensive Respect at Work Policy is an essential step to minimise an employer’s exposure.
This Policy outlines the law, the employer’s and employee’s obligations and clarifies what behaviours or actions would constitute these legal breaches. It also provides a grievance mechanism for employees to follow if they believe they have been bullied or harassed.
To request a copy of the Employer Guide to Workplace Bullying, Harassment & Discrimination or discuss your need for a the Respect at Work Policy please contact Hunter Employee Relations.
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Kind Regards
Michael Schmidt
M 0438 129 728
[email protected]
www.hunteremployeerelations.com.au
Industrial Relations - Employment Law - Workplace Performance
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