Sexual Harassment Guideline
(Prof) Dr. Steven Firer
Member FRSC Technical Committee, Member ACFE, IFRS Specialist, Member IRBA, Member SAICA, Member represent your country club, member of hole in one club, member 5 degree club, member of the double club (league and cup).
The firm is committed to providing a workplace free from sexual harassment. We uphold a zero-tolerance policy for any form of sexual harassment and take all complaints seriously. Our firm strives to promote a work environment that respects the dignity and rights of all employees.
To define sexual harassment, communicate the firm's stance against such behavior, and establish clear procedures for reporting, investigating, and addressing incidents of sexual harassment.
Sexual harassment includes any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment.
Employees are encouraged to report any incidents of sexual harassment to their supervisor, the HR department, or any designated officer, regardless of the offender's identity or position.
If the supervisor is the alleged harasser, the employee should report the incident to another manager or directly to HR.
All complaints and reports will be treated with the utmost confidentiality, to the extent possible while allowing for a thorough investigation.
Upon receiving a complaint, a prompt and thorough investigation will be conducted by HR or an appointed committee, ensuring fairness and impartiality.
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Both the complainant and the accused will have the opportunity to present their side of the story and provide any evidence.
If necessary, interim measures such as changing work assignments or schedules may be implemented during the investigation to protect the parties involved.
Upon conclusion of the investigation, appropriate actions will be taken based on the findings. This may range from counseling to disciplinary actions such as warnings, suspension, or termination, depending on the severity of the harassment.
Both parties will be informed of the outcome of the investigation.
The firm prohibits any form of retaliation against individuals who report sexual harassment or participate in the investigation process. Any retaliatory behavior will be subject to disciplinary action.
Regular training sessions on sexual harassment awareness and prevention will be conducted for all employees, including management.