Supplied.
ODT 20.12.13 Letter to the editor (page 14)
█ [Scanned file missing from media library since before 20.1.14. Replaced 21.7.14. -Eds]
We recommend people read the information below and follow the weblinks.
Take action if you are experiencing bullying/harassment/sexual harassment at your workplace.
Verbal bullying in the workplace is recognised as violence.
Physical bullying is more obviously violence. Dry humping women is……
It is strongly recommended that affected persons take action.
DVML really needs to be an EEO employer.
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From the Equal Employment Opportunities (EEO) Trust website:
Harassment and bullying in the workplace
Workplace harassment and bullying is likely to affect staff morale, creativity and productivity, and create an unhealthy workplace culture. It can be subtle or overt, sporadic or sustained.
Harassment can be defined as any unwelcome comment, conduct or gesture that is insulting, intimidating, humiliating, malicious, degrading or offensive. It might be repeated or an isolated incident but it is so significant that it adversely affects someone’s performance, contribution or work environment. It can include physical, degrading or threatening behaviour, abuse of power, isolation, discrimination, sexual and/or racial harassment. Harassment is behaviour that is unwanted by the recipient even if the recipient does not tell the harasser that the behaviour is unwanted.
Bullying is ongoing unreasonable behaviour which is often intended to humiliate or undermine the recipient but is not specifically unlawful.
Download this document (PDF, 47 KB) >>
Read more at http://www.eeotrust.org.nz/toolkits/harassment.cfm
Headings include:
• Legislation and liability
• Effects of harassment and bullying
• Background: your current climate
• Steps to take
• For further support, advice and training
• Additionally, Bullying Resources
The Equal Employment Opportunities (EEO) Trust is a not-for-profit organisation tasked with providing EEO information and tools to employers and raising awareness of diversity issues in New Zealand workplaces.
The EEO Trust assists employers in introducing and managing proven EEO thinking and practices, encourages diversity by promoting the recruitment and development of people on the basis of merit and generates awareness of the business benefits and rewards of an inclusive workplace.
Based in Auckland, the EEO Trust works with employers around New Zealand providing the latest resources, ideas and information to support workplaces to achieve success through effectively managing diversity. The EEO Trust is resourced by fees from member organisations and Government contributions. It is governed by a Board of Trustees.
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NZ Human Rights Commission – Accessible HTML Document
Sexual harassment
What is sexual harassment?
Sexual harassment is unwelcome or offensive sexual behaviour that is repeated or significant enough to have a harmful effect on you.
The Human Rights Act makes this unlawful when it occurs in:
● employment
● education
● or any other areas covered by the Human Rights Act.
For more information, contact the Human Rights Commission’s toll free InfoLine on 0800 496 877.
More information at:
http://www.hrc.co.nz/hrc_new/hrc/cms/files/documents/22-Mar-2010_12-42-50_Sexual_Harassment_ENGLISH.html
Headings include:
• Examples of sexual harassment
• Victimisation
• Why you should act
• Why sexual harassment is wrong
• What you can do about sexual harassment
If this doesn’t work, or is inappropriate, you can seek advice and assistance from:
• a sexual harassment contact person at work
• a manager or school counsellor
• the Human Rights Commission
• your union delegate or a lawyer
• a professional disciplinary group
• the police
• Employment Relations (if you have been harassed at work). Phone 0800 20 90 20.
Contact the Human Rights Commission
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Ministry of Business, Innovation & Employment (MoBIE)
Labour Information (knowledgebase)
Sexual harassment in the workplace
What is the best way to deal with sexual harassment in the workplace?
Employers can help protect their workplace against sexual harassment by implementing an effective sexual harassment prevention programme and ensuring that staff are aware of the organisation’s policy and procedures relating to sexual harassment.
Sexual harassment may include:
An employer or employer’s representative making a request, directly or indirectly, of an employee for sexual intercourse, sexual contact, or other form of sexual activity that contains:
● an implied or overt promise of preferential treatment in that employee’s employment, or
● an implied or overt threat of detrimental treatment in that employee’s employment, or
● an implied or overt threat about the employee’s present or future employment status
An employer or employer’s representative using language (written or spoken), visual material or physical behaviour of a sexual nature:
● that is unwelcome or offensive to that employee (whether or not this is conveyed to the employer or representative), and
● that is either repeated or is so significant that it has a detrimental effect on the employee’s employment, job performance, or job satisfaction
If an employee believes they are being sexually harassed in the workplace, either by another employee or a customer, they need to raise it with their employer. They may decide to discuss the problem with the employer, either directly or through a representative such as a union representative.
If a sexual harassment complaint cannot be resolved through discussion with the employer, then mediation could be an option. Mediation is a service that is available to employers and employees to assist in the resolution of employment relations problems.
Alternatively, an employee may make a complaint to the Human Rights Commission. The Commission can offer dispute resolution services, which may include mediation. More information can be found on their website or by phoning 0800 496 877.
Read this information and other links at:
http://www.dol.govt.nz/workplace/knowledgebase/item/1355
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Take a look at HowTo Law’s website (NZ):
How to bring a sexual harassment claim against your employer
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Posted by Elizabeth Kerr
What if? Dunedin... 
I am a 74 year old male and at the point in life where sexual encounters of any kind are a distant memory – never mind the ‘harrassment variety’. So I’m seriously thinking of getting closer to the DVML environment. Provided that you’re a female, you can sexually harass me any time you like.
Buy the appropriate service. Len did.
It’s not like anyone wants to lose their wife over it, at DVML.
Didn’t Len’s bit of stray complain in an interview that all she got out of it was some cheap lingerie? I would like to add this to Elizabeth’s advice: when buying it make sure both you and the other party clearly understand the terms of trade.
With Mr Hansen’s reply, let’s hope DVML have now asked all staff to vote in a harassment officer for their workplace – or, again by staff vote, a trusted independent person from the outside to hear (current and historical) issues and complaints confidentially.
And that Mr Hansen has been on the phone to EEO already.
Hype; the terms of trade? Surely this is well covered under the ‘Sale of Goods and Services Act’? The only question then would be: ‘was it fit for purpose?’ Then the two sides to the contract can decide, did it, and was it.
Comment copied from another thread.
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Clipping supplied. ODT 21.12.13 Letter to the editor (page 34):
Interesting comment about Burden in McP. today:
“Darren Burden says he could one day find himself competing against the stadium he helped to build in Dunedin”
Who else is there to compete with in this part of the world?
{Comment relocated to another thread – relevance. -Eds}