Definition:
Sexual harassment is any verbal or physical conduct of a sexual nature and is identified by any of the
following occurrences:
- It is uninvited, unreciprocated, unwelcome and/or repeated.
- Submission to such conduct is implicitly or explicitly a term or condition of an individual’s employment, or a condition for decisions that might affect promotion, salary or any job conditions.
- Such behaviour creates an intimidating, hostile or offensive work environment for any employee.
- People are defined in terms of their gender or sexual preference, and their individual contribution and
worth are denigrated or ignored as a result. - Sexual harassment can be physical, verbal, or written and can include words, actions, statements or
images. It is against the law for any individual to sexually harass another individual.
Rationale:
- Sexual harassment creates an intimidating, hostile and offensive work environment.
- Both males and females can be victims. It is unwelcome, illegal and will not be tolerated.
- The school recognises that everyone has a legal right to protection from sexual harassment.
Aim:
- To provide an enjoyable, harmonious work environment that actively discourages sexual harassment.
- To ensure that proper standards of conduct are maintained at all times.
Implementation:
- DEECD and school councils are responsible for providing a work environment free from sexual harassment. This responsibility will be discharged through the school Principal.
- All staff members have a responsibility to ensure their behaviour does not constitute or foster sexual harassment, and will be involved in sexual harassment professional development.
- All staff will be provided with a copy of the DEECD Sexual Harassment Policy and Procedures and complete DEECD online Workplace Discrimination & Sexual Harassment training.
- A workplace contact person will be the nominated initial point of contact for complaints of the above
nature. - It is not the role of the workplace contact person to investigate, substantiate or resolve complaints, but they are responsible for providing confidential support to a complainant, to contact the Complaints and Investigations Unit regarding any complaint that has been made, and to inform the complainant of their rights and options.
- All staff members are referred to Circular 168/2002 Sexual Harassment Policy and Procedures for detailed information relating to sexual harassment, avenues available for lodging complaints and grievance procedures.
- All staff are referred to the following DEECD Sofweb site for information relating to the Equal Opportunity Act and associated information: http://www.sofweb.vic.edu.au/hrm/mandiv/equalop.htm
- The School Council president will be informed of all potential harassment claims. All complaints will be
treated with utmost confidentiality.
Evaluation:
- This policy will be reviewed as part of the school’s three-year review cycle.
This policy was last ratified by School Council in.... November 2008
