1. Purpose
We at Priority Security Services Ltd are fully committed to fostering a safe and healthy work environment for all. Our goal is to protect our employees from unwanted and inappropriate sexual behavior. We will take a zero-tolerance approach to sexual harassment and assault. These types of behaviors are prohibited inside and outside of the work place.
This policy will include a sexual harassment definition, examples of sexual harassment, and details about complaint mechanisms, an overview of the investigation and disciplinary processes and employee rights.
2. Scope
The provisions in this policy apply to employees, managers, customers, clients, independent contractors and any other third parties involved with the company, regardless of their gender, sexual orientation, role, status or other protected characteristic.
This policy on inappropriate behavior is not limited to what occurs inside the office. Sexual harassment will not be tolerated at work, at off-site gatherings or anywhere else.
We are committed to carrying out all provisions in this policy and monitoring its effectiveness. We will work with related parties to improve the policy and our processes on a consistent basis.
3. Definition & Examples
Sexual harassment has many forms of variable seriousness. A person sexually harasses someone when they:
Insinuate, propose or demand sexual favors of any kind.
Invade another person’s personal space (e.g. inappropriate touching.)
Stalk, intimidate, coerce or threaten another person to get them to engage in sexual acts.
Send or display sexually explicit objects or messages i.e social media, email, etc.
Comment on someone’s looks, dress, sexuality or gender in a derogatory or objectifying manner or a manner that makes them uncomfortable.
Make obscene comments, jokes or gestures that humiliate or offend someone.
Pursue or flirt with another person persistently without the other person’s willing participation. Also, flirting with someone at an inappropriate time (e.g. in a team meeting) is considered sexual harassment, even when these advances would have been welcome in a different setting. This is because such actions can harm a person’s professional reputation and expose them to further harassment.
The most extreme form of sexual harassment is sexual assault. This is a serious crime and our company will support employees who want to press charges against offenders.
4. Filing a Complaint
We understand that a victim of sexual harassment may not feel comfortable filing a complaint formally, which is why we provide numerous ways to come forward with allegations.
If the misconduct is slight or infrequent if the harasser is not their manager and if the victim feels comfortable, they may inform the harasser that their conduct is offensive and unwelcome.
If these efforts are ineffective or if the victim wants to escalate the issue, they can report the allegations to management by way of a personal meeting or an email.
If a complaint is made, or if we have reason to believe there is sexual harassment occurring, we immediately conduct an internal investigation and address the allegations. Specifically, we:
Collect as many details as possible
Take immediate action (if the allegation warrants)
Choose an appropriate investigator
Conduct interviews with witnesses, the harasser, and other related parties
Gather and document physical and digital evidence
Come to a conclusion about the allegations
If the investigation proves that the allegations are credible, then we immediately take appropriate corrective action. Depending on the severity of the sexual misconduct, corrective measures range from a single verbal warning to immediate dismissal and even criminal actions.
Once the investigation has been closed, we will follow-up with the victim and related parties to obtain feedback and ensure that the issue has been resolved to their satisfaction.
5. Employee Rights
All employees and independent contractor of priority security services limited are entitled to the following:
The right to a workplace free of harassment
The right, as a victim, to report inappropriate conduct without retaliation or repercussions
The right, as a witness or confidant, to report inappropriate conduct without retaliation or repercussions
The right to a quick and thorough investigation that is as confidential as possible
The right to seek mental or physical health help in a variety of ways
As a part of the team, you have the right to a workplace that is free of harassment and inappropriate conduct.
You have the right to report inappropriate conduct you experienced, witnessed, or were informed of without the fear of retaliation or dismissal. You also have the right to report this behavior in the complaint mechanism of your choosing.
You are entitled to a quick, comprehensive, and confidential (as much as possible) investigation into your allegations. Before, during and after the investigation you also have the right to repair your mental and/or physical health.
Employees have the right to not be penalized for using any of the assistance programs or perks that we provide, including:
Paid mental health or sick days
Employee Assistance Program
On-site counselors and therapists
Health insurance that covers external therapy
6. Disciplinary Action
This section reiterates that sexual harassment is taken very seriously by the company and that violation of this policy will not be tolerated and the harassers are subject to discipline appropriate to the circumstances.
The disciplinary process will be applied consistently and evenly throughout the entire company, and even bystanders to sexual harassment will be subject to the same disciplinary process. A first-time harasser who made inappropriate jokes in passing may receive a verbal warning. Second-time harassers may be demoted or transferred as the case may be.
We have established and implemented a disciplinary action process to ensure fairness and consistency across all incidents of sexual harassment in the workplace.
All harassers will be subject to progressive disciplinary action as follows:
For infrequent or less serious allegations, the harasser may receive a verbal warning, a written warning, or a negative performance review.
For periodic or more serious sexual harassment incidents, the harasser may receive a demotion, a transfer, a suspension, and perhaps penalties such as a fine.
For frequent or extremely serious allegations, the harasser will likely face termination and severe criminal prosecution.
This disciplinary action process is only an outline and requires the company to determine the severity of the harassment. We reserve the right to stray from the process indicated above, depending on the severity of the incident and other circumstances.