Discrimination and Harrassment
This policy will be applied to all project workplaces managed by us. Its purpose is to establish and maintain workplaces free of discrimination and harassment for the enjoyment and benefit of all employees.
We Recognise
Discrimination and harassment in the workplace can take many forms and can be physical, verbal or written.
We Recognise
Discrimination and/ or harassment may apply to any relationship between employee and employer or contractor as well as between other employees, peers and subordinates. It is unlawful under the Human Rights Act 1993, the New Zealand Bill of Rights Act 1990 and the WorkSafe NZ Health and Safety at Work Act 2015 to harass or discriminate against any individual on the basis of:
- Lawful sexual activity/ sexual orientation
- Marital, parental or career status
- Sex, physical features, pregnancy
- Living with AIDS or Hepatitis C
- Personal association with a person who is identified by reference to any of the above attributes
More over, the following behaviour will be considered harassment for the purposes of these Acts:
- Sexually harassing another person
- Comments about a person's sexual life or physical appearance
- Suggestive behaviour
- Unnecessary physical intimacy such as brushing up against a person
- Sexual jokes, offensive telephone calls, photographs, reading matter or objects
- Sexual propositions or continued requests for dates
- Physical contact such as touching or fondling
- Indecent assault or rape, which are criminal offences
We Encourage
Employees and contractors, if for any reason they believe they are victim of discrimination or harassment to report to their Manager. A report of the facts will be made in confidence.
We Will
Keep and maintain confidence in the reporting, investigation and resolution of any allegations where appropriate, not hesitate to report discrimination and harassment allegations to the Human Rights Commission.
Where appropriate, initiate disciplinary procedures and, if it has been established an offence has been committed, may immediately dismiss the offender.
References:
- New Zealand Bill of Rights Act 1990
- WorkSafe NZ Health and Safety at Work Act 2015 Human Rights Act 1993
- Privacy Act 1993
- Employment Relations Act 2000
