| Company Name: | Prince Personnel Limited |
| Contact details: | Maria Sandford – Director Email: maria.sanford@prince-personnel.co.uk Mike Prince – Director Email: mike.prince@prince-personnel.co.uk Tel: 01952 299 844 |
| Document title: | Sexual harassment policy |
| Date: | January 2025 |
OUR POLICY
Prince is committed to ensuring that all its staff and applicants are treated with dignity and respect and treat others in the same way. We believe that all staff and applicants have the right to work in an environment which is free from any form of harassment, including sexual harassment.
Prince has a zero-tolerance approach to sexual harassment.
Prince is committed to ensuring that reasonable steps are taken to prevent sexual harassment to all employees, workers, and applicants. This policy will be reviewed and updated from time to time to ensure Prince’s compliance with its duties under the Equality Act 2010 as amended by the Worker Protection (Amendment of Equality Act 2010) Act 2023 to ensure that all reasonable steps are taken to prevent sexual harassment.
Harassment
Under the Act, harassment is defined as unwanted conduct that relates to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual, including conduct of a sexual nature.
Sexual Harassment
In accordance with the Worker Protection (Amendment of Equality Act 2010) Act 2023, Prince is committed to providing a work environment free from unlawful sexual harassment.
1.1 Sexual harassment is unwanted behaviour of a sexual nature which has the purpose or the effect of:
1.1.1 violating the victim’s dignity; or
1.1.2 creating an environment that is intimidating, hostile, degrading, humiliating
or offensive to the victim.
1.2 An individual of any gender may be the victim of sexual harassment.
1.3 Whilst not an exhaustive list, forms of sexual harassment can include:
1.3.1 Slurs or unwanted sexual advances;
1.3.2 Visual conduct such as derogatory or sexually oriented posters;
1.3.3 Physical conduct such as assault, unwanted touching, or any interference because of sex, race, or any other protected characteristic basis;
1.3.4 Threats and demands to submit sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours;
1.3.5 Sexual comments or jokes;
1.3.6 Unwelcome touching, hugging, massaging, or kissing.
1.4 If an individual believes that they have been sexually harassed, they should make an immediate report to Mike Prince or Maria Sandford at Prince, followed by a written complaint as soon as possible after the incident. The details of the complaint should include:
1.4.1 Details of the incident
1.4.2 Name(s) of the individual(s) involved.
1.4.3 Name(s) of any witness(es)
1.5 Prince will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken.
1.6 Where an incident/complaint of sexual harassment relates to a temporary agency worker Prince will not carry out instructions from a hirer/and/or intermediary which it considers will amount to sexual harassment and victimisation.
1.7 Prince will take reasonable steps to safeguard temporary workers it supplies and internal members of staff from harassment.
1.8 Prince will ensure that all staff are given training on sexual harassment, and this is monitored and done on an annual basis.
2 All temporary workers will be expected to comply with Prince’s policy on sexual harassment in the workplace. Any breach of such a policy will lead to appropriate disciplinary action.
3 Employees who Prince finds to be responsible for sexual harassment will be subject to disciplinary procedures and the sanction may include termination.
4 Temporary workers who Prince finds to be responsible for sexual harassment will be subject to Prince’s complaints procedure even where such sexual harassment involves individuals who are not engaged by Prince.
Complaints and monitoring process
Prince has procedures for monitoring compliance with this policy and for dealing with complaints of sexual harassment in place. These are available from Mike Prince or Maria Sandford at Prince and will be made available immediately upon request. Any discrimination complaint will be investigated fully.