What Should I Do?

What Should I Do?

 

I think I have been sexually harassed at work, what should I do?

1. Confront the aggressor

Make it clear that you do not like it and that you wish him or her to stop.

2. Do not quit your job

Many people who have been sexually assaulted or harassed quit their job. If you do this, the aggressor wins. You have the right to work! We can help you stand your ground and stand up for your rights the right way.

Sexual Harassment Australia

3. Take the matter to a higher authority

Many CEOs and managers are dreadfully afraid of sexual harassment cases.

If a co-worker is pestering you with sexual advances, talk to someone in the company, such as your direct manager, Human Resources.

If this does not solve the problem, you may have to take matters to court or tribunal.

4. Document and keep records

This sometimes is not easy, do you best note down dates, times places where sexual advances, harassment has occurred.

Keep copies of emails, text etc, store your records away from the workplace.

5. Do something about it, do not suffer in silence

If the sexual harassment doesn’t stop, Employers have not dealt with your complaint as outlined above. Call AWDR today!

I made a sexual harassment complaint, and my workplace didn’t handle the matter properly, what should I do?

If your employer failed to address a sexual harassment situation properly, or subjected you to detriment because you complained about sexual harassment you may have further rights to pursue claims against the individuals who have victimised you.

In Australia, you are protected from Victimisation: being subjected to detriment because you or someone on your behalf complained about sexual harassment.

Unfortunately, several employers don’t handle situations involving sexual harassment well. Ideally an employer should:

  • Educate people to avoid sexually offensive behaviour.
  • Establish written procedures to address sexual harassment issues and grievance resolution.
  • Ensure that the rights of both parties are considered and both are afforded due process.
  • Encourage supervisors, physicians, and administrators to set an example by serving as positive role models.
  • Investigate all complaints promptly and confidentially.
  • Follow-up on all complaints.
  • Sensitize employees through an interactive training process.
  • Consider using an outside mediator to evaluate any complaints of sexual harassment (especially for smaller health care organizations)
  • In addition, once a complaint has been adjudicated, efforts must be taken to ensure a smooth transition for the employees coming back into the workplace.
  • Follow-up counselling and/or periodic meetings individually with the party or parties involved should be provided as warranted.

If your employer has failed to manage your complaint properly, call us today to discuss your options.

TOLL FREE 1800 333 666