St Patrick’s Catholic School
Harassment Policy
He holds success in store for the upright, he is a shield to those whose walk is blameless, for he guards the course of the just. Proverbs 2: 7 - 8
Rationale
St Patrick’s Catholic School Board has a commitment to ensuring that the school remains free from any form of harassment, which may occur when an employee is subjected to verbal or physical behaviour which is unwelcome and personally offensive and fails to respect the rights of others.
Purposes
To protect all employees from harassment of any kind.
Guidelines
Harassment includes sexual harassment, racial harassment and bullying.
The School and the Board will:
a) Promote a comfortable and safe environment where employees can work free from offensive behaviours.
b) Meet the requirements of the Human Rights Act, Employment Relations Act and Health and Safety at Work ActAct, which deal with harassment issues.
c) Describe what constitutes sexual harassment, racial harassment and bullying.
d) Establish procedures for handling complaints.
Sexual Harassment
Sexual harassment occurs when there is verbal or physical conduct of a sexual nature by a person or group of people toward another and the conduct is unwelcome and offensive or might reasonably be perceived as unwelcome and offensive.
Examples of sexual harassment include:
a) Requests for sexual intercourse, sexual contact or other forms of sexual activity that contains an overt or implied promise of preferential treatment, or detrimental treatment or threat about the present or future employment status of the employee;
b) Personally offensive verbal comments;
c) Sexual jokes;
d) Comments or teasing about an employee’s alleged sexual activities or private life;
e) Comments regarding an employee’s sexual preference;
f) Persistent, unwelcome social invitations, telephone calls, emails, letters, texts, or other material from co-workers at work or home;
g) Offensive hand or body gestures;
h) Inappropriate or unwelcome physical contact such as patting, pinching or touching;
i) Provocative images such as posters, screen savers etc.
Racial Harassment
Racial harassment may include expressing hostility against, or bringing into contempt or ridicule, an employee on the grounds of race, colour, ethnic or national origin or the attribution of stereotypical or extreme behaviour to a particular racial group.
Bullying
Bullying occurs where unwelcome and unreasonable behaviour that is intended to and does create a hostile, uncomfortable or offensive work environment for those who are the target of bullying. Bullying behaviour is intended to, and demeans, intimidates, degrades or humiliates people, often in the presence of others.
Examples of bullying behaviour include:
a) Verbal bullying – including abusive or offensive language, insults, teasing, sarcasm, using aggressive body language, spreading rumours and unwarranted and unjustified criticism and trivialising of achievements;
b) Manipulating the workplace – by isolating individuals from others in the workplace, over-work or under-work individuals maliciously, or set impossible deadlines or expectations;
c) Psychological manipulation – this can be an insidious form of bullying where by individuals can be:
- Deliberately and unjustly excluded from activities;
- Subjected to practical jokes;
- Unreasonably allocated humiliating or demeaning tasks;
- Belittled or disregarded when making suggestions or giving an opinion;
- Unfairly blamed for mistakes or delays, and
- Unnecessarily or unfairly disciplined/chastised in front of others.
Underlying Principles
The School’s three principles underlying its policy for dealing with harassment are:
a) A case of harassment should be dealt with as quickly as possible, and with the least degree of formality as appropriate;
b) The feelings of the person claiming harassment should be respected; and
c) All parties should be protected from victimisation and/or unfair accusation.
Confidentiality during any investigation process will be maintained.
Procedure
1. If an employee feels they are being harassed they should attempt to make it clear to the offender either verbally or in writing that such behaviour is offensive and unacceptable. However, if the employee being harassed feels unable to confront the offender they should seek contact with a member of the Leadership Team for advice and support.
2. If the harassing behaviour continues, the employee should lay a formal complaint with the principal. The Complaints Policy will then be followed.
3. The person accused of harassing others must be given the support to change their behaviour. If this support is unsuccessful, the Principal will follow steps outlined in the appropriate Collective Agreement to discipline the staff member, seeking guidance from NZSBA employment.
4. Where the Principal is the alleged offender the matter will be referred directly to the Board.
5. The school’s hazard register should be updated to reflect health and safety risks.
Related policy and legislation:
Complaints Policy
Conduct and House Rules Policy
Health and Safety Policy
Protected Disclosures Policy
Health and Safety at Work Act 2015
Education and Training Act 2020 (S.127 Objectives of boards in governing schools)
Employment Relations Act 2020
Human Rights Act 1993
Ratified: 22 June 2024