The employer undertakes to indemnify employees against actions taken against them by persons suffering damage as a result of acts or omissions of the employee while acting in the course of his or her employment. The indemnity shall not apply to any employee acting outside the course of his or her employment and will not extend to dishonest, fraudulent, negligent, malicious or criminal acts. The employer may impose reasonable conditions on its consent to cover legal costs and expenses. Harassment Prevention Employees should refer in the first instance to the provisions and procedures specified in the employer’s Harassment Policy. The employee’s attention is also drawn to clause 33 Resolution of Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour. Sexual harassment is verbal or physical behaviour of a sexual nature, is unwelcome to the receiver and is embarrassing or intrusive. It affects morale, work effectiveness and the right to enjoy a good working environment. Some types of behaviour constituting sexual harassment are listed below: (a) Type of behaviour (i) sex-orientated jibes or abuse; (ii) offensive gestures or comments; (iii) unwanted and deliberate physical contact; (iv) requests for sexual intercourse, including implied or overt promises for preferential treatment or threats concerning present or future employment status. (b) Where it may occur (i) among co-workers; (ii) where a supervisor uses position and authority to take sexual advantage of another employee or to control or affect the career, salary or job of that employee; (iii) in dealing with members of the public. (c) Responsibilities for supervisors and complainants when dealing with sexual harassment: (i) It is the responsibility of the employer to maintain a work environment free of unwelcome behaviour and to provide a mechanism for reporting sexual harassment, ensuring a fair investigation and avoiding reprisals against the complainant; (ii) Care is to be taken during the investigation of any complaint of sexual harassment and afterwards to prevent any disadvantage to
The employer undertakes to indemnify employees against actions taken against them by persons suffering damage as a result of acts or omissions of the employee while acting in the course of his or her employment. The indemnity shall not apply to any employee acting outside the course of his or her employment and will not extend to dishonest, fraudulent, negligent, malicious or criminal acts. The employer may impose reasonable conditions on its consent to cover legal costs and expenses. Harassment Prevention Employees should refer in the first instance to the provisions and procedures specified in the employer’s Harassment Policy. The employee’s attention is also drawn to clause 33 Resolution of Employment Relationship Problems. Harassment can take many forms, including sexual harassment, bullying, racial harassment, violence, and other forms of intimidating behaviour. Sexual harassment is verbal or physical behaviour of a sexual nature, is unwelcome to the receiver and is embarrassing or intrusive. It affects morale, work effectiveness and the right to enjoy a good working environment. Some types of behaviour constituting sexual harassment are listed below: (a) Type of behaviour (i) sex-orientated jibes or abuse; (ii) offensive gestures or comments; (iii) unwanted and deliberate physical contact; (iv) requests for sexual intercourse, including implied or overt promises for preferential treatment or threats concerning present or future employment status. (b) Where it may occur (i) among co-workers; (ii) where a supervisor uses position and authority to take sexual advantage of another employee or to control or affect the career, salary or job of that employee; (iii) in dealing with members of the public. (c) Responsibilities for supervisors and complainants when dealing with sexual harassment: (i) It is the responsibility of the employer to maintain a work environment free of unwelcome behaviour and to provide a mechanism for reporting sexual harassment, ensuring a fair investigation and avoiding reprisals against the complainant; (ii) Care is to be taken during the investigation of any complaint of sexual harassment and afterwards to prevent any disadvantage to
16-03-08-SFWU-Individual-Employment-Agreement.docx