RESPECT@WORK
Is your organisation capable of meeting the Respect@Work requirements?
S527E of the Fair Work Act 2009 places vicarious liability on employers for sexual harassment occurring in their workplace, unless the employer can demonstrate that they took all reasonable steps to prevent the conduct.
Reasonable steps MAY include:
- Workplace training - are your staff skilled in understanding and identifying sexual harassment?
- Risk identification - does the organisation understand what is occurring in the workplace, who is affected and what changes may be required? Is the intelligence current and accurate?
- Appropriate reporting and complaint management mechanisms - do staff know how to report issues, how they will be dealt with, and are comfortable to report?
- Complaint framework and investigation procedures - are complaints managed appropriately? Do staff have confidence in the current systems? Are appropriately skilled and qualified professionals employed or engaged to conduct independent investigations?
Talk to us today about preventing workplace sexual harassment.
Workplace Behaviour Reviews
Can your organisation demonstrate reasonable steps have been taken to identify and prevent sexual harassment?
We can review the current culture of your workplace, assess what behaviours may be occurring, and determine the level of staff knowledge around appropriate behaviours using either an online survey tool, individual staff interviews, or a combination of both.
Get in touch today to discuss your requirements.