The policy should set out what is unacceptable behaviour at work. Your employer should have a policy and procedures to deal with and prevent harassment at work. It may be targeted at one employee or a group of employees, and it may consist of a single incident or repeated inappropriate behaviour. Harassment can take place at work, on a training course, on a work trip, at a work social event, or any other occasion connected with your job. Any other business contact (such as external contractors, cleaning and maintenance staff, volunteers, and so on).The law protects you from harassment and sexual harassment by: Who carries out harassment and sexual harassment? Gender-based conduct, including derogatory or degrading insults which are gender based (for example, insulting an employee because they are pregnant or transgender).Other conduct of a sexual nature, for example, whistling, leering, and display of sexually suggestive pictures.
Written conduct of a sexual nature, including emails, text messages or social media posts.Verbal conduct of a sexual nature, including propositions or pressure for sexual contact, continued suggestions for social contact outside the work place after it has been made clear that such suggestions are unwelcome, suggestive remarks, innuendo or lewd comments.Physical conduct of a sexual nature, including unnecessary touching, brushing against another employee’s body, assault and coercive sexual intercourse.Sexual harassment can include many behaviours, such as: Sexual harassment is “unwanted conduct of a sexual nature” that affects your dignity at work. Unreasonably changing your job content or target.Isolation or exclusion from social activities.Visual displays such as posters, emblems or badges.Intimidating behaviour, such as gestures or threatening poses.
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