This policy refers to all employees and others with whom we associate at work.  IN-Fusion Management Pty. Ltd. places great emphasis on attracting, retaining and motivating the best people and is committed to providing a safe and productive work environment for all employees and others with whom we associate at work.

We consider harassment by or towards employees, candidates, contractors, suppliers or clients an unacceptable form of behaviour that will not be tolerated under any circumstances.  Such behaviour by an employee of IN-Fusion Management will lead to disciplinary procedures being initiated.

Harassment is not only unacceptable; it is unlawful pursuant to both federal and state legislation (Equal Opportunity Act 1995) and federal legislation (Sex Discrimination Act 1984; Racial Discrimination Act 1975; Disability Act 1992; Human Rights and Equal Opportunity Commission Act 1986).

It is the responsibility of management to provide a working environment that is free from harassment and to ensure that all complaints are treated confidentially, seriously and sensitively and that appropriate action is taken whenever harassment has occurred.  Disciplinary action, which could result in instant dismissal, will be taken against anyone found to have harassed another employee.

No employee will be penalised or disadvantaged as a result of raising concerns or complaints relating to harassment.

DEFINITION "WHAT IS HARASSMENT?"

Harassment is a type of discrimination and can take many forms.  It may involve inappropriate actions or behaviour, both direct and indirect.  Comments or physical contact or actions that are objectionable or may cause offence to another are forms of harassment.

Unlawful harassment may relate to any of the characteristics covered by various equal opportunity legislation such as a person's sex, race, marital status, lawful religious belief or activity, political belief or activity, impairment, age, status as a carer, the state of being a parent, childless, de-facto spouse, lawful sexual activity, pregnancy, physical features, industrial activity; or personal associations with a person with any of the above attributes or irrelevant criminal conviction.

It is important to note that it is irrelevant at law as to whether or not the appropriate behaviour was intended.  It is also important to understand that it is the person being subjected to the behaviour, who determines whether the behaviour is welcome or unwelcome.  In Australia, co-workers can be named sole respondents in cases of alleged sexual harassment.

Harassment may be seen to have occurred if the behaviour makes the victim feel:

• Offended or humiliated;
• Intimidated or frightened; and/or
• Uncomfortable at work.

DEFINITION "WHAT IS SEXUAL HARASSMENT?"

Sexual harassment occurs when a person makes an unwelcome sexual advance or an unwelcome request for sexual favours to another person or engages in any unwelcome conduct of a sexual nature in relation to another person.

Sexual harassment has nothing to do with mutual attraction or private, consenting friendship whether sexual or otherwise.

Sexual harassment may be seen to have occurred if the behaviour makes the victim feel:

• Offended or humiliated;
• Intimidated or frightened; and/or
• Uncomfortable at work.

SOME EXAMPLES OF HARASSMENT INCLUDE:

• Persistent, unwelcome or even subtle pressures for sexual favours or outings
• Leering, patting, pinching, touching or unnecessary familiarity
• Offensive comments on physical appearance, dress or private life
• The public display of pornography (especially when it is directed at particular individuals) ranging from material that might be considered mildly erotic through to material that is sexually explicit
• Using company internet facilities to visit adult or sexually orientated sites
• Composing or sending email messages that are discriminatory or harassing in nature

Our company recognises that comments and behaviour that do not offend one person can offend another and accepts that individuals may react differently and expect this right to be generally respected.

What can you do if you are being harassed?

Do not ignore the harassment (ignoring behaviour could be taken as tacit consent).  Inform the offender that the behaviour is offensive and unacceptable and against company policy.  Seek assistance in having the behaviour stopped.  This may include making a report or a complaint.

Who can assist you in making a report or complaint?

If you feel that you are unable to resolve the matter yourself, contact your Consultant to assist you. In the event that you do not feel comfortable with this approach, then please contact either Janet Mark or Kirk Devers who have been appointed by the Company as Equal Employment Opportunity and Harassment Contact officers; specifically because we recognise that in some instances discussing the matter with your manager or supervisor may not appropriate.

What will happen to the person against whom you have made a complaint?

Appropriate action, where necessary, will be taken against anyone including employees or independent contractors found to have sexually harassed a co-worker or any other person during the course of their employment.

Our Commitment

At IN-Fusion Management, we place great emphasis on attracting, retaining and motivating the best people.  Consistent with this emphasis, we are committed to providing an environment that is safe and free of harassment, both for our own staff and others with whom we associate at work.  Our aim is to create an environment in which individuals have the maximum opportunity to contribute, aspire and achieve.

This Harassment Policy has the full support and commitment of management. Please help us to help you by giving your support in monitoring and avoiding practices and tradition that lead to harassment.

RESPONSIBLE COMPANY OFFICER

Kirk Devers, Director