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Preventing Harassment
Home Up ABSENTEEISM DISCRIMINATION DISCIPLINE SAFETY QUESTIONS

 

 

                                     

ABSENTEEISM   

bulletCauses of Absenteeism
bulletCost Associated with Absenteeism
bulletHow to Prevent Absenteeism and Steps to Take

HARASSMENT

bulletCause of Harassment
bulletHow to Prevent Harassment
bulletFormal Way
bulletInformal Way

DISCRIMINATION

bulletTypes of Discrimination
bulletThe Glass Ceiling Effect

DISCIPLINE

bulletDisciplinary Actions
bulletHow to Control Discipline
bullet Applying Discipline

SAFETY

bulletDefinition of Safety
bulletFire Prevention
bulletHow to Stay Healthy

                             

 

 

 

What to do if you are being harassed?

 

Inform the harasser that his or her behaviour is unwelcome and unwanted.  Inform the person over the telephone, in writing or through a representative. 

 

Tips on how to write a letter to your harasser:

 

  1. Clearly outline the behaviour you want stopped.  State the facts as you see them, without judgement.  Be as detailed and precise as possible with dates (or approximate dates), places, and descriptions of the incidents.
  2. Describe your reactions and feeling about the incidents.
  3. State what you want to happen next.  This part maybe very short, since you probably just want the behaviour to stop.  However, if you believe a remedy in necessary, include it.  Keep one copy of the letter.  The letter should be delivered in person, by a co-worker, or by registered mail.  It helps to have some proof that the letter was received by the harasser (e.g., courier, registered mail receipt).

 

If the behaviour doesnít stop after the confronting the harasser:

 

bulletYour supervisor (unless, of course, this person is the harasser).
bulletThe harasserís supervisor.
bulletYour human resources representative.
bulletYouíre A. U. P. E. representative.
bulletA person in authority in your department, whom you trust.
bulletDiscuss your concerns with the recipient of the behaviour.  Ensure that they want something done about it.
bulletEncourage the person to bring the incident to the attention of the human resources representative or another person in authority.
bulletContact one of the persons listed in Section 10 of this policy for advice on the best way to handle the situation.
bulletMaybe asked to testify at a grievance hearing, a board of inquiry, or in a court of law, depending on which route that complainant has chosen to pursue.