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Imagination Games Pty Ltd

Nov

9

2018



- complete a written risk evaluation for workplace physical violence;

- prepare a written workplace physical violence and harassment policy; and

- develop programs and procedures to implement the insurance policy.

imagination gamesAn evaluation must be included by the risk assessment of a worker’s individual protection through the course of his / her work with or outside the manager’s premises.

Employers who are mindful or ought reasonably to be familiar with a predicament of domestic violence have to simply take every reasonable precaution to protect their workers from it in the workplace.

The insurance policy and procedures need to do the annotated following:

- control the risk of violence and harassment as identified by the assessment;

- enable workers to have crisis assistance when it comes to real violence, its danger or danger, and to report violence and harassment towards the manager;

- lay out a system of just how an boss will investigate complaints from their employees;

- cope with training employees to make certain policy conformity in the workplace.

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Everything covered within the worker training

The expenses; their duties; what to avoid; what things to watch out for

How to deal with complaints, including how to document

Tip number 7: Thoroughly investigate all harassment complaints.

Not all allegations of harassment are of equal severity or merit. The one absolute, nonetheless, is: never ignore a harassment issue, whether made formally or as an casual gripe.

Tune in to all parties concerned

Preserve confidentiality (to the extent possible)

Communicate the outcomes of the investigation to the complainant and accused

Simply take action that is appropriate e.g., feedback, training, mentoring, guidance, disciplinary action, termination

Tip #8: Protect complainants, witnesses and accused from retaliation.

Not only formal retaliation by the manager, but also informal retaliation by workers, e.g., gossiping or shunning.

You might want to give consideration to an “in good faith” caveat, i.e., fabricated complaints will not be tolerated and will also be at the mercy of disciplinary action. If that’s the case, very carefully distinguish this from honest complaints built in good faith, that are found never to be in violation of policy or law.

Suggestion #9: Document all of the above.

You almost certainly defintely won’t be able to prevent harassment/discrimination lawsuits or charges that are EEOC being filed against your company. You could make sure a favorable choosing. Our advice:

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