VICTIMISATION POLICY

1. Background

It is every volunteer and employee’s right (in this policy called “employee”) to be treated with dignity and respect and it is also every employee’s responsibility to treat others the same way. Peter Hewitt Care for Africa Foundation Inc (CfA) is committed to providing a workplace free of all forms of victimisation.

CfA is committed to meeting its legislative obligations relating to victimisation and will take all reasonable, practicable steps to provide and maintain a working environment free from behaviours and actions that may victimise or vilify.

An internal grievance resolution process assists employees to raise issues of concern, and all complaints will be treated confidentially, seriously and sympathetically. No employee will be penalised or disadvantaged as a result of raising any genuine concern or complaint.

This policy applies to all activities, and all those involved in those activities, that take place on work premises and elsewhere, where activities are undertaken in the course of employment, or at work-related activities, such as social functions. This policy includes employees, contractors, customers and visitors.

Relevant and appropriate disciplinary action will be taken against anyone found to have breached this policy.

2. Victimisation

Victimisation occurs when one person(s) subjects another person to a detriment, or when one person(s) incite hatred, contempt or ridicule in relation to another person or a group of people. CfA considers all victimisation or vilification to be inappropriate and will not tolerate this kind of behaviour.

The following examples may constitute victimisation or vilification in the workplace:

  1. refusing to work with, or cooperate with, someone because he or she has made a complaint of bullying;
  2. making statements or wearing symbols or attire which incite hatred or intolerance; or
  3. allocating someone all the undesirable tasks because he or she has refused to work overtime.

Genuine operational decisions (such as disciplining someone because of inappropriate workplace behaviour or allocating jobs appropriate to a person’s skills or experience or position), or making a complaint against someone because of a genuine belief that they have engaged in inappropriate conduct, does not constitute victimisation or vilification.

3. What to do if you have a complaint?

3.1 How will complaints be resolved?

CfA aims to resolve all complaints about victimisation which may arise at the workplace. CfA can only do this if employees tell CfA about their complaints.

Employees will not be disadvantaged or victimised for making a complaint.

CfA aims to treat all complaints seriously, quickly and as confidentially as is reasonably possible.

3.2 Who to contact

If you think you are being victimised, you should not ignore the conduct, hoping it will go away. If you can, you should speak to the person responsible for the conduct and ask that person to stop. If you do not feel that you can do this, or it doesn’t work, you should talk to your supervisor or the CEO.

The CEO may be contacted at any time to discuss any complaint or enquiry. You may approach the relevant person for general advice or to discuss any issue.

The Board of CfA may also investigate complaints. Depending on what you want, and also on the nature of the complaint, it might be appropriate for CfA to make a formal determination about what has happened, and to make a decision about what the consequences should be.

4. Conduct which breaches this policy

Conduct which breaches this policy is unacceptable and, depending on the severity and circumstances, may lead to disciplinary action, regardless of the seniority of the particular employee involved.

CfA will take appropriate disciplinary action against an employee who is responsible for, or engages in, any form of victimisation.

Disciplinary action might include:

  1. demotion;
  2. a requirement to provide a written or verbal apology;
  3. a formal warning;
  4. a requirement to attend training or counseling; and
  5. dismissal.

5. Further information and advice

For further information, refer to other related policies or contact the CEO.

CFA-P17.V1 Victimisation Policy – Effective Date: 26 April 2020 Document Approved By: Board of Management.

Controlled Document — Printed Versions are not controlled.