NAG 3: PERSONNEL

TRENTHAM SCHOOL STATEMENT OF INTENT

HARASSMENT

Reviewed by Leadership – Feb 2021

Reviewed by BOT – Feb 2021

Ratified by BOT – Feb 2021

Next review date – February 2024

PURPOSES

1. To ensure staff and students at Trentham School are able to work in an environment of safety and respect, free from harassment of any kind.

2. To ensure that a clear course of action is available to all persons who wish to lay a complaint regarding harassment.

GUIDELINES

1. This statement of intent is supported through staff induction, professional learning and curriculum content and is reviewed regularly.

2. Community members will be informed of this statement of intent through related information about the school.

3. Procedures are in place for the reporting, investigation and resolution of complaints of harassment and are included in this statement.

The Trentham School Board of Trustees recognises that there are many forms of harassment and these include sexual, racial and cultural harassment. It also includes verbal, physical, cyber and text intimidation. These procedures are in place for resolution of any of the above.

NOTE: Harassment includes sexual harassment, racial harassment and any other harassment related to prohibited grounds of discrimination found in Section 21 of the Human Rights Act 1993.

Definitions:

“Bullying” means unwanted, unwarranted, and targeted conduct that a person finds offensive, intimidating or humiliating and is repeated so as to have a detrimental effect on that person’s wellbeing, their work performance, or their work environment.

“Harassment” means unwelcome conduct that is offensive, humiliating or intimidating to any other person and is either repeated, or of such a significant nature, that it has a detrimental effect on that person’s wellbeing, work performance, or their work environment.

“Sexual Harassment” means unwelcome conduct of a sexual nature that is offensive, humiliating or intimidating to any other person and is either repeated, or of such a significant nature, that it has a detrimental effect on that person, their work performance, or their work environment.

“Racial Harassment” means language, visual or physical behaviour of a racial or cultural nature that is hurtful or offensive to that person and is either repeated, or of such a significant nature, that it has a detrimental effect on that person, their work performance, or their work environment.

PROCEDURES

1. The complainant will be assisted by the supporting person(s) to determine if self-help, informal intervention or a formal complaint would be the best option after the facts relating to the complaint have been discussed. Refer to Concerns & Complaints SOI.

2. Following the discussion of the facts, if the complainant decides to proceed then the following courses of action are available:

1. SELF HELP. The complainant feels able to deal with the problem and should be permitted to discuss the accusation with the alleged harasser in private in an attempt to find a resolution.

2. INFORMAL INTERVENTION. Another person may intervene on the complainant’s behalf without a formal complaint being made and the situation and facts relating to the complaint discussed with the alleged harasser. A mutually acceptable course of action should be identified, discussed and implemented between the parties concerned.

3. FORMAL COMPLAINT. This process from the Concerns & Complaints procedure, should be used in cases where

   • The informal approach has been offered and the problem is still unresolved.

   • The allegations are so serious that, if substantiated, they will require disciplinary or legal action.

3. In any of the cases outlined above, full opportunity must be given to the alleged harasser to discuss their perception of the incident with a support person of their own choice.

4. If further action is to be taken, the harasser must be informed and a written complaint laid through an appropriate avenue including:

   • The Principal

   • The Board of Trustees

   • Personal Grievance through an Industrial Advocate or Field Officer NZEI.

NOTE: When accusations are proved to be irresponsible and false, they should be dealt with before the steps set out in 4 above proceed.