Sexual Harassment Policy

This information is not a legal document or it is intended to be used as such. We highly recommend that you seek professional legal help. If you have questions, please contact Administration & Legal Affairs.

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Knowledge Base >>> Policies & Bylaws >>> Sexual Harassment Policy

Sexual Harassment Policy

WE TAKE IT A STEP FURTHER TO PROTECT ALL OUR EMPLYEES, SHAREHOLDERS AND STAKEHOLDERS

MAINTAINING INDIVIDUAL DIGNITY 

T&T CALGroup's position is that sexual harassment is a form of misconduct that undermines the integrity of the employment relationship. All employees have the right to work in an environment free from all forms of discrimination and conduct which can be considered harassing, coercive, or disruptive, including sexual harassment. Anyone engaging in harassing conduct will be subject to discipline, ranging from a warning to termination.

 

WHAT IS SEXUAL HARRASSMENT?  

Sexual harassment is defined as any unwanted physical, verbal or visual sexual advances, requests for sexual favors, and other sexually oriented conduct which is offensive or objectionable to the recipient, including, but not limited to: epithets, derogatory or suggestive comments, slurs or gestures and offensive posters, cartoons, pictures, or drawings.

 

WHEN IS CONDUCT UNWELCOME OR HARRASSING? Unwelcome sexual advances (either verbal or physical), requests for favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

 

  • submission to such conduct is either an explicit or implicit term or condition of employment (e.g., promotion, training, timekeeping or overtime assignments)

  • submission to or rejection of the conduct is used as a basis for making employment decisions (hiring, promotion, termination)

  • the conduct has the purpose or effect of interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.

Gender and Equal Opportunities Bill 2011. 
 
FEDERAL GOVERNMENT OF NIGERIA
 
Date of commencement Long title: A Bill to incorporate and enforce certain provisions of the United Nations Convention on the Elimination of All Forms of Discrimination Against Women, the Protocol to the African Charter on Human and People’s Rights on the Rights of Women in Africa, National Gender Policy, and other matters connected therewith..
 
WE HIGHLY RECOMMEND THAT YOU DOWNLOAD AND READ THE "GENDER AND EQUAL OPPORTUNIIES BILL 2011 BECAUSE FAILURE TO READ IT DOES NOT EXEMPT YOU FROM ITS STATUTES.

WHAT IS NOT SEXUAL HARRASSMENT?

Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, that is personally offensive, that debilitates morale, and that, therefore, interferes with work effectiveness.

 

WHAT SHOULD YOU DO WHEN YOU ARE SEXUALLY HARRASSED?

If you feel that you have been the recipient of sexually harassing behavior, report it immediately to the Human Resources (HR) Manager or other supervisor. It is preferable to make a complaint in writing, but you can accompany or follow up your written complaint with a verbal complaint.

 

If your supervisor or HR Manager is the source of the harassing conduct, report the behavior to that person's supervisor or to the Crisis Management Board of T&T CALGroup.

 

Your identity will be protected and you will not be retaliated against for making a complaint.

 

WHAT HAPPENS AFTER A COMPLAINT IS MADE?

Within 3 of days after a written complaint is made, a supervisor, or other person designated by the Crisis Management Board, will investigate the complaint. A representative will speak with possible witnesses and will speak with the person named in your complaint. Your anonymity will be protected to the extent possible.

 

Depending on the complexity of the investigation, you should be contacted within one month about the status of your complaint and whether action is being taken.

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