The document provides information on preventing sexual harassment in the workplace under Indian law. It defines sexual harassment, outlines what behavior constitutes harassment, and discusses the legal protections and complaint process. Unwelcome verbal or physical conduct of a sexual nature that creates a hostile work environment is considered sexual harassment. Employers are responsible for preventing harassment and protecting employees who make complaints.
Prevention of Sexual Harassment Act 2013Neha Shrimali
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
PROBLEM STATEMENT
The most effective weapon against workplace harassment is prevention. Harassment againstwomen requires to be addressed in order to prevent it.
It is believed that effective implementation of POSH can help establish a gender neutralenvironment ensuring safety & respect of all the employees.
This program covers entire workforce in theorganization. Regardless of the gender or designation,every employee should have a clear understanding ofthe concept.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
There are numerous associations that are exclusively founded on preparing organisations against individuals with predatory workplace behaviour. Preparing and workshops to form corporates PoSH agreeable. Yet, the essential point here is, are those workshops or preparing really leaving an impact on the disposition of representatives? Do the workshop modules depict the truth of Sexual Harassment? There are rare kinds of people that aren't kidding about really making the work environments safer for ladies representatives.
Prevention of Sexual Harassment Act 2013Neha Shrimali
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
PROBLEM STATEMENT
The most effective weapon against workplace harassment is prevention. Harassment againstwomen requires to be addressed in order to prevent it.
It is believed that effective implementation of POSH can help establish a gender neutralenvironment ensuring safety & respect of all the employees.
This program covers entire workforce in theorganization. Regardless of the gender or designation,every employee should have a clear understanding ofthe concept.
Safety of women is of utmost importance in our society, be it personal space or professionalspace. To ensure their safety, it is vital to make them aware of their vulnerability to sexualharassment in their surroundings.
Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013 has beenframed and put to operations on 9th December, 2013 to safeguard women at workplace.
However, a large chunk of Government and private workforce is still in the dark about theprovisions and effectiveness of the statute. It is more likely that when the problem is notaddressed, the harassment will get worse resulting in attrition of women workforce and manyother negative impacts.
There have also been scenarios where despite men being innocent, have been booked underPOSH by women just to satisfy of their personal vendetta.
IC Members should be given a thoroughunderstanding of redressal process and hence theyshould be well equipped with the knowledge of the said law.
There are numerous associations that are exclusively founded on preparing organisations against individuals with predatory workplace behaviour. Preparing and workshops to form corporates PoSH agreeable. Yet, the essential point here is, are those workshops or preparing really leaving an impact on the disposition of representatives? Do the workshop modules depict the truth of Sexual Harassment? There are rare kinds of people that aren't kidding about really making the work environments safer for ladies representatives.
The Prevention of Sexual Harassment (PoSH) at Workplace Act of India PPTmpavi257
POSH Act, 2013
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. It has its foundations in the Vishaka Guidelines, and establishes a mechanism for dealing with sexual harassment complaints in the workplace.The Company is also committed to promote a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Company including permanent, temporaries, trainees and employees on contract at Company Premises. This policy is also equally applicable for all employees irrespective of their position - managerial or sub- ordinates.
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature (irrespective of gender).
Sexual Harassment includes –
• Any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances (verbal, written or physical)
• Unwelcome communications or invitations
• Demand or request for sexual favors
• Sexually cultured remarks
• Showing pornography
• Creating a hostile work environment and any other unwelcome “sexually determined behavior” (physical, verbal or non-verbal conduct) of a sexual nature.
• Anyother type ofsexually-oriented conduct, verbalabuse or ‘joking’ that is sex-oriented
• Transmitting/posting emails, texts, or pictures of a sexual nature through office or personal equipment
• Intrusive personal questions about sexual activity
This presentation talks about the Prevention Of Sexual Harassment Act (POSHA), and tells you as an employer what are the compliance you need to make sure, in-terms of forming an ICC or LCC etc.,
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
Sexual Harassment Of Women At Workplace Act'2013 ; Prepared by RameshKumar,HRRamesh Kumar
Latest update including the recent amendments with detailed notes explains what, why and how to implement in workforce. Create anti- sexual harassment policy
Indian Law on Sexual Harassment of Women at Workplace - 2013Sukanya Patwardhan
This presentation gives a brief overview of the recently enacted law on the Sexual Harassment of Women at Workplace. If you want this presentation please send me a mail with your name and the purpose to receive this ppt.
What is Workplace Harassment?
Harassment is any unwelcome verbal or physical conduct based on protected bases (race, color, religion, sex, national origin, age, disability, retaliation, and sexual orientation) when:
The conduct culminates in a tangible employment action, or
The conduct was sufficiently severe or pervasive to create a hostile work environment.
How to Determine Harassment Exists?
To determine whether the harassment exists:
Evaluate frequency and severity of misconduct
Apply reasonable person standard
Would a reasonable person find the behavior hostile, intimidating or abusive?
Tangible effect on job not necessary
Psychological harm not necessary
What is Sexual Harassment?
EEOC defines sexual harassment as:
Unwelcome sexual advances
Requests for sexual favors
Other verbal or physical conduct of a sexual nature
Two most common forms of sexual harassment are:
Quid pro quo harassment
Hostile work environment harassment
Who Can Be Involved in Harassment?
Those who commit, employees at all levels:
Manager
Co-worker
Customers
Vendors
Members of opposite sex, members of same sex, etc.
Those who are targeted:
Victims
Bystanders
Witnesses who are affected by the harassment
How to Prevent and Respond to Harassment?
Review and understand company harassment policy
Comply with Title VII of the Civil Rights Act, which prohibits harassment and discrimination
Know how and when to respond to harassment issues
Report harassment immediately
The Prevention of Sexual Harassment (PoSH) at Workplace Act of India PPTmpavi257
POSH Act, 2013
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (also referred to as the “POSH Act”) came into existence in 2013. It has its foundations in the Vishaka Guidelines, and establishes a mechanism for dealing with sexual harassment complaints in the workplace.The Company is also committed to promote a work environment that is conducive to the professional growth of its employees and encourages equality of opportunity.
The Company will not tolerate any form of sexual harassment and is committed to take all necessary steps to ensure that its employees are not subjected to any form of harassment.
This policy applies to all categories of employees of the Company including permanent, temporaries, trainees and employees on contract at Company Premises. This policy is also equally applicable for all employees irrespective of their position - managerial or sub- ordinates.
Sexual harassment may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favors, or any other verbal or physical conduct of sexual nature (irrespective of gender).
Sexual Harassment includes –
• Any unwelcome sexually determined behavior (direct or implied) such as physical contact and advances (verbal, written or physical)
• Unwelcome communications or invitations
• Demand or request for sexual favors
• Sexually cultured remarks
• Showing pornography
• Creating a hostile work environment and any other unwelcome “sexually determined behavior” (physical, verbal or non-verbal conduct) of a sexual nature.
• Anyother type ofsexually-oriented conduct, verbalabuse or ‘joking’ that is sex-oriented
• Transmitting/posting emails, texts, or pictures of a sexual nature through office or personal equipment
• Intrusive personal questions about sexual activity
This presentation talks about the Prevention Of Sexual Harassment Act (POSHA), and tells you as an employer what are the compliance you need to make sure, in-terms of forming an ICC or LCC etc.,
Sexual Harassment at workplace - Meaning types and effectsTheTemplateWizard
Check a showcase of our Sexual Harassment at Workplace PowerPoint Presentation. Download Sexual Harassment at Workplace PowerPoint presentation now for great and creative presentation ideas on Sexual Harassment at Workplace - Meaning, Types & Effects. This is our general marketing powerpoint presentation on breast cancer prevention & control. We invite you to download TheTemplateWizard's Sexual Harassment at Workplace PPT presentation for great ideas on topics like sexual harassment at workplace, business and marketing etc. We have created Sexual Harassment at Workplace sample powerpoint presentations that demonstrates how to use visuals and illustrations in your PowerPoint presentations.
Sexual Harassment Of Women At Workplace Act'2013 ; Prepared by RameshKumar,HRRamesh Kumar
Latest update including the recent amendments with detailed notes explains what, why and how to implement in workforce. Create anti- sexual harassment policy
Indian Law on Sexual Harassment of Women at Workplace - 2013Sukanya Patwardhan
This presentation gives a brief overview of the recently enacted law on the Sexual Harassment of Women at Workplace. If you want this presentation please send me a mail with your name and the purpose to receive this ppt.
What is Workplace Harassment?
Harassment is any unwelcome verbal or physical conduct based on protected bases (race, color, religion, sex, national origin, age, disability, retaliation, and sexual orientation) when:
The conduct culminates in a tangible employment action, or
The conduct was sufficiently severe or pervasive to create a hostile work environment.
How to Determine Harassment Exists?
To determine whether the harassment exists:
Evaluate frequency and severity of misconduct
Apply reasonable person standard
Would a reasonable person find the behavior hostile, intimidating or abusive?
Tangible effect on job not necessary
Psychological harm not necessary
What is Sexual Harassment?
EEOC defines sexual harassment as:
Unwelcome sexual advances
Requests for sexual favors
Other verbal or physical conduct of a sexual nature
Two most common forms of sexual harassment are:
Quid pro quo harassment
Hostile work environment harassment
Who Can Be Involved in Harassment?
Those who commit, employees at all levels:
Manager
Co-worker
Customers
Vendors
Members of opposite sex, members of same sex, etc.
Those who are targeted:
Victims
Bystanders
Witnesses who are affected by the harassment
How to Prevent and Respond to Harassment?
Review and understand company harassment policy
Comply with Title VII of the Civil Rights Act, which prohibits harassment and discrimination
Know how and when to respond to harassment issues
Report harassment immediately
POSH 2013
The Protection of Women from Sexual Harassment Act, 2013, was passed by the Indian government to protect against sexual harassment and abuse of women in the workplace. This Act was created to ensure that workplaces remain free from sexual harassment and to provide a safe and secure environment for women.
Robert frank - workplace molestation preventionrobertfrank895
Robert Frank says we are now in an age of social media, in which Imperious doesn’t forestall while children allowance the classroom. In a society that encourages modern human beings to be whatever they want, and to be unsnapped to explicit who they may be – culturally, sexually, philosophically, artistically – bullying is greater pervasive (and invasive) than ever.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
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Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
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2. Indian Law on
Sexual Harassment
The objective of these laws is Prevention
+ Protection + Redressal
Indian Constitution
The Sexual Harassment of Women
at Workplace (Prevention, Prohibition
and Redressal) Act, 2013
1997:
Vishaka vs. State of Rajasthan
The Indian Penal Code, 1860
3. Workplace
Sexual Harassment
Workplace Sexual Harassment is
behaviour that is :
- UNWELCOME
- SEXUAL in nature
- A SUBJECTIVE experience
IMPACT not INTENT is what matters
Often occurs in a matrix of power.
5. What is
the Workplace?
Any place visited by the employee in the
course of employment including
transportation is construed as the workplace.
This includes:
● Company guest houses
● Hotel stay during official travel
● Client place, etc.
6. Who are Covered?
● Full time employees
● Temporary workers
● Contract workers
● Daily wage employees
● Trainees
● Interns
● Contractual workers
● Housekeeping
● Security
● Client representatives
● Vendor representatives
● Volunteers with/without
remuneration
7. Examples of
Sexual Harassment
● Staring, leering, obscene gestures, howling, making
kissing sounds, smacking lips
● Showing sexually obscene/suggestive signs,
objects or pictures
● Indecent comments, dirty jokes, comments on a
woman’s dress/body
● Using power positions to request for favours or
threats on loss of privileges/loss of job
● Touching, petting, caressing, kissing, brushing
against another’s body
● Blocking, following and cornering
8. Examples of
Sexual Harassment
● Referring as honey, sweety etc., or making
innuendos
● Making work discussions sound sexual
● Telling sexual jokes or stories
● Asking about sexual fantasies, spreading lies of
sexual nature
● Winking, licking lips
● Touching a person’s clothing, stalking
continued
PHYSICAL ASSAULT AND RAPE
9. What is meant by
“Unwelcome” ?
● Any conduct or behaviour is unwelcome if:
- the recipient does not consent to it.
- regards it as offensive.
● Even if the victim does not complain, it doesn’t
necessarily imply that the conduct is welcome.
● Some comments and/or advances are blatant
and crude and are inherently offensive: these
will almost always be deemed as unwelcome.
10. Behaviour
Unwelcome Welcome
Feels bad Feels good
One sided Reciprocal
Feels powerless In-control
Power based Equality
Unwanted Wanted
Illegal Legal
Invading Open
Demeaning Appreciative
Causes anger/sadness Happy
Causes negative self-esteem Positive self esteem
11. Sexual Harassment in the Workplace
can be categorized into 2 groups:
Quid Pro Quo
Hostile
Environment
12. Quid Pro Quo
‘Quid pro quo’ means ‘this for that’, an
exchange of one thing for another. Quid
pro quo sexual harassment takes place if :
● Sexual favours are asked in exchange for
any kind of special treatment on the job.
● An employee threatens an associate if
he/she does not consent to such sexual
advances or favours.
The act of ‘asking’ may either be verbal or implied & ‘sexual conduct’ may be
verbal or physical.In either case, it must be unwelcome.
13. Hostile Environment
Hostile environment sexual harassment
occurs when :
● Speech or conduct of a sexual nature takes
place & is seen as offensive (affects
performance of recipient or associates)
● Intimidating /harassing conduct that is
directed at an individual, or a group of
individuals takes place.
15. Aravind and Suguna are part of a team at an organisation.
Suguna reports to Aravind.
Aravind constantly tells Suguna that they should go out somewhere after
work hours, perhaps for a late night movie or dinner.
Suguna is uncomfortable but smiles and says she is busy most often!
One day, Aravind tells Suguna that if she turns down his request again, her
ratings will go down in her monthly review.
IS THIS SEXUAL HARASSMENT OR NOT?
1
16. Neha is part of team that reports to Neeraj who is her college Senior.
Neha is very good at her work and is assigned the most prestigious project
in the company instead of Nirav who is the senior in the team and has a lot
more work experience than Neha.
Nirav is very upset and believes that Neha has been assigned the coveted
project because they must be having a relationship. He jokes about this
with other team members and slowly this spreads around in the company.
IS THIS SEXUAL HARASSMENT OR NOT?
2
17. Reshma just joined as a fresher and has been undergoing training. One of
the trainers was Rashid, who was handling the New Product development.
Reshma wanted to be part of his team and approached him. On seeing
her enthusiasm and performance Rashid ensured that she would be joining
Rashid team post the training..
Reshma joined Rashid’s team. Rashid asked Reshma out for dinner a few
times and she agreed willingly. Slowly the workload increased and once
when Rashid asked Reshma out to Dinner, she refused. Rashid continued
to keep calling her and sent multitude of emails.
IS THIS SEXUAL HARASSMENT OR NOT?
3
18. Suman sent across pictures of some scantily clad women to Joe.
Joe requested Suman not to send him such obscene pictures in the future
as he was not comfortable with the same. But Suman continued.
IS THIS AN EXAMPLE OF HOSTILE ENVIRONMENT
SEXUAL HARASSMENT?
4
19. Abhi was entering the elevator and Aasuthosh came up from behind
tapped on her shoulders and told her She looked hot in the red dress.
Abhi felt uncomfortable and stared at Aasuthosh and told him to keep his
hands off and use discretion in his language. Aasuthosh apologized and it
never happened again.
IS ABHI BEING SEXUALLY HARASSED BY
AASUTHOSH?
5
20. Jayanthi and Ram joined together as trainees. After one year Ram started
asking Jayanthi to go out with him, which she refused. Ram sent a
message that I love you and you are my life. Jayanthi was shocked and
was so frightened and took off for two days from work.
Ram sent out another message Where are you? I miss you. Jayanthi filed a
harassment case against him.
Ram cares for Jayanthi and wants a relationship with her.
IS THIS SEXUAL HARASSMENT OR NOT?
6
21. Presiding Officer – Senior woman
employee from the workplace/other
admin units/office/organisations.
2 Members – Committed to the cause of
women/experience in social work/legal
knowledge
1 Member – from an NGO/other
women’s organisation/familiar with
issues relating to sexual harassment.
ICC
14
Internal Committee
22. Report Incident
(within 3 Months)
Complaint to
ICC
Notify Respondent
(7 Days)
Get Response
(10 Days)
Does
Respondent
Agree?
No
Yes
Enquiry
(90 Days)
Findings &
Recommendation Report
Settlement or
Punishment
Action
(60 Days)
Filing a Complaint Process
23. Once a complaint is received & the investigation
has been carried out, validity of the harassment
allegations will be determined.
If harassment has occurred, prompt, remedial
action will be taken.
Consequences of Sexual Harassment
24. Action Against Harassment can Include
● Restoration of lost terms, conditions or benefits of employment
to the complaining associate.
● Disciplination of Harasser :
➦ Written disciplinary warnings
➦ Demotion
➦ Suspension
➦ Termination
25. What is NOT Workplace Sexual
Harassment?
● Following-up on work absences.
● Requiring performance to job standards.
● Reprimands in relation to work/meeting targets or deadlines.
● Work-related stress e.g. meeting deadlines or quality standards.
● Touching/brushing against/pushing without a sexual connotation.
● Constructive feedback about work.
26. Steps to Deter
Sexual Harassment
● DO NOT IGNORE IT.
Don’t pretend it didn’t happen. Inform
the harasser that the behaviour is
unwelcome.
● REPORT THE INCIDENT.
Tell the ICC exactly what happened as
soon as possible.
● DO NOT ACCEPT THE BEHAVIOUR.
Do not tolerate the harassment even if
it seems that others around you are
tolerating it.
27. Steps to Deter
Sexual Harassment
● BE SUPPORTIVE.
If someone wishes to talk to you about
their personal experience, listen with
empathy and then direct them to ICC.
● ANY ASSOCIATE MAY FILE
COMPLAINTS.
If you see someone else getting
harassed, you may also file a complaint.
28. Protection Against
Retaliation
Retaliation includes:
● Marginalizing someone in the
workplace with regard to their roles
and responsibilities
● Socially ostracizing
● Intimidating someone close or
related to the victim; (physically,
psychologically, or emotionally)
29. Protection Against Retaliation
● Retaliation is a serious violation of the POSH policy .
Any form of retaliation against a victim or their supporters is forbidden.
● Persons who retaliate in the form of
- Intimidation
- Pressure to withdraw the case
- Threats (for reporting, testifying or participating in the proceedings)
should be reported to the Committee immediately.
● Retaliation will be treated as a major misconduct and the Committee will
take action to prevent/rectify the retaliation.
● Any person found to have retaliated against an individual for reporting
harassment will be subject to disciplinary procedures.
30. Consensual Relationships
● Consensual relationships are not harassment if they are welcomed by the
person involved.
● However, if such behaviour is unwelcome, such behaviour is considered
creating a hostile environment.
If a consensual relationship ceases to exist
➔ Conduct once considered welcome may later be seen as unwelcome.
➔ Either person may end the relationship, at any point in time, without fear of
retaliation at the job.
➔ Behaviour that was welcome within a consensual relationship becomes
unwelcome and it will be treated as sexual harassment.
