Harassment Divorce Worksheet
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Business Unternehmen Life Privat company Unternehmen policy Politik Sexual geschlechtlich Harassment Belästigung Victim Opfer Harassment Policy Belästigungspolitik
How to draft a proper Harassment Divorce Worksheet? Download this Harassment Divorce Worksheet template that will perfectly suit your needs!
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Informal complaints mechanism If the victim wishes to deal with the matter informally, the designated person will: give an opportunity to the alleged harasser to respond to the complaint ensure that the alleged harasser understands the complaints mechanism 3 facilitate discussion between both parties to achieve an informal resolution which is acceptable to the complainant, or refer the matter to a designated mediator within the company to resolve the matter ensure that a confidential record is kept of what happens follow up after the outcome of the complaints mechanism to ensure that the behaviour has stopped ensure that the above is done speedily and within … days of the complaint being made Formal complaints mechanism If the victim wants to make a formal complaint or if the informal complaint mechanism has not led to a satisfactory outcome for the victim, the formal complaint mechanism should be used to resolve the matter.. The person carrying out the investigation will: interview the victim and the alleged harasser separately interview other relevant third parties separately decide whether or not the incident(s) of sexual harassment took place produce a report detailing the investigations, findings and any recommendations if the harassment took place, decide what the appropriate remedy for the victim is, in consultation with the victim (i.e.- an apology, a change to working arrangements, a promotion if the victim was demoted as a result of the harassment, training for the harasser, discipline, suspension, dismissal) follow up to ensure that the recommendations are implemented, that the behaviour has stopped and that the victim is satisfied with the outcome if it cannot determine that the harassment took place, he/she may still make recommendations to ensure proper functioning of the workplace keep a record of all actions taken ensure that the all records concerning the matter are kept confidential ensure that the process is done
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