Provide strong support for the changing environment

This preview shows page 9 - 12 out of 18 pages.

Provide strong support for the changing environment, such as ensuring that managers are provided with the training and information, they need to answer employee questions. Case Study 2 Elena, the front office clerk has asked you for an urgent appointment to see you. On arrival to the meeting, Elena explains to you that her supervisor in front office frequently makes silent offensive remarks and has stalked her on multiple occasions after work. It also seems that he rosters her for the same shifts when he is rostered on. (The document HR manual template may be referenced for this case study) 1. What appears to be the nature of complaint here? The Nature of the complaint here is a sexual harassment. SIT Version 1 9 of 18 ©Futura Group 2016
Harassment is a form of discrimination. It consists of unwelcome, embarrassing, unsolicited, offensive, abusive, belittling or threatening behaviour directed at an individual or group because of some real or perceived attribute such as a person’s ethnicity, sexuality, or disability in circumstances which a reasonable person, would have anticipated that the person harassed would be offended, humiliated or intimidated. Harassment can be any one or more of the following: practical jokes swearing bullying a demand or inappropriate request for sexual/romantic favours crude jokes, derogatory comments, offensive messages or phone calls graffiti with racial overtones name calling, physical threats and offensive gestures campaigns of hate and silence leering, patting, pinching, touching displays of offensive posters, pictures or graffiti If such behaviour makes an employee feel offended, humiliated or intimidated, then harassment and/or discrimination is occurring in the workplace and immediate action is required. Harassment can occur on the basis of any of the grounds of discrimination. 2. Which procedure should be followed to receive a complaint like the one from Elena? The HR director may assist the complainant in completing a written statement or, in the event an employee refuses to provide information in writing, the HR director will dictate the verbal complaint. To ensure the prompt and thorough investigation of a sexual harassment complaint, the complainant should provide as much of the following information as is possible: 1. The name, department and position of the person or persons allegedly committing harassment. 2. A description of the incident(s), including the date(s), location(s) and the presence of any witnesses. 3. The effect of the incident(s) on the complainant's ability to perform his or her job, or on other terms or conditions of his or her employment. 4. The names of other individuals who might have been subject to the same or similar harassment. SIT Version 1 10 of 18 ©Futura Group 2016
5. What, if any, steps the complainant has taken to try to stop the harassment. 6. Any other information the complainant believes to be relevant to the harassment complaint.

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture