Tag Archives: EEO

DVML: No harassment policy or complaints procedure II

Received from Bev Butler
Mon 21 Jul 2014 at 11:44 p.m.

Message: Just received the attached letter from Terry Davies, dated 17 July 2014.
There are still NO sexual harassment or complaints policies in place at DVML in spite of my letter to ODT at the end of last year alerting Sir John Hansen.
Sexual harassment has allegedly taken place, complaints were made against a senior manager of DVML and no action taken.
Why did Sir John Hansen not take this issue seriously enough to put these policies in place to protect the DVML staff?
[ends]

DVML Sexual harrassment and complaints policies (PDF, 458 KB)

Terry Davies letter 17.7.14 DVML sexual harassment and complaints policies

Related Post and Comments:
20.12.13 DVML: No harassment policy or complaints procedure, really?

Posted by Elizabeth Kerr

10 Comments

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DVML: No harassment policy or complaints procedure, really?

Supplied.
ODT 20.12.13 Letter to the editor (page 14)
ODT 20.12.13 Letter to the editor Bev Butler p14

ODT Letter to editor Bev Butler 20.12.13 (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.

****

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

****

Take a look at HowTo Law’s website (NZ):
How to bring a sexual harassment claim against your employer

Posted by Elizabeth Kerr

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Employment matters —the BAD stuff

For anyone needing help, advice or mediation on employment and work-related matters anywhere in New Zealand . . .

Contact the Ministry of Business, Innovation and Employment (MoBIE) – formerly the Department of Labour.
http://www.dol.govt.nz/er/solvingproblems/resolving/mediation.asp

More information on mediation and how to access the service is available at http://www.dol.govt.nz/er/services/mediators/index.asp
or contact the centre on Freephone 0800 20 90 20

You can also contact your union representative, a lawyer or your local Community Law Centre for advice.

█ Don’t hesitate to call Police on 111 if you feel threatened.

We note the following news items with some distress and revulsion.

### ODT Online Wed, 1 May 2013
Queenstown driver paid $63,000 after sexual harrassment
By Abby Gillies
A female truck driver working in Queenstown has been awarded more than $63,000 for being sexually harassed, discriminated against because of her gender and unjustifiably dismissed from her job. A decision by the Employment Relations Authority has ordered Rachael Harrington receive $25,000 in compensation and $38,200 from her former employer Cromwell-based Thunderbird One, over her treatment.
The truck driver started work with the company in Queenstown, which operates a Mainfreight franchise, in September 2008. However, “her employment was both short and fraught”, and she resigned and filed a personal grievance three months later, said the ERA finding. Her claims of being unjustifiably disadvantaged, discriminated against and sexually harassed were unchallenged by the company, it said.
Read more

### ODT Online Thu, 2 May 2013
Sexually harrassed Queenstown driver miscarried
By James Beech
The former Queenstown female truck driver awarded more than $63,000 for being sexually harassed, discriminated against because of her gender and unjustifiably dismissed from her job suspects she miscarried as a result of being told to “manhandle” an 800kg load at work. The Employment Relations Authority ordered that Rachael Lee Harrington receive $38,243 as recompense for wages lost as a result of the dismissal and $25,000 as compensation for humiliation, loss of dignity and injury to feelings from her former employer, Cromwell-based Thunderbird One Ltd. Ms Harrington was “severely bleeding and miscarrying after lifting all the heavy pallets, so it was really super traumatic for her,” counsel Angeline Boniface, of Christchurch, told the Otago Daily Times yesterday. “The worst thing about this entire situation is that here she is bleeding profusely, her father asked for an ambulance to come on site and Mr [Justin] Marshall said, “If you get an ambulance, you’ll be up for disciplinary action,” Mrs Boniface said. “Meanwhile she’s bleeding, she wants to get into the building and other staff members have locked her out and [are] laughing at her. This is awful, just shocking.”
Read more

Justin Marshall, managing director of Thunderbird One Ltd and Picture Vehicles Ltd, is not the former All Black and broadcaster Justin Marshall.

Posted by Elizabeth Kerr

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Architecture + Women • New Zealand

Architecture + Women NZ screenshot 1

Updated post 26.10.14 at 6:57 p.m.
The following information is reproduced in the public interest.

Architectural Theory Review, 17:2-3, 280-298

LIMITED VISIBILITY – Portraits of Women Architects (PDF, 721 KB)
By Sarah Treadwell & Nicole Allan

Version of record first published: 08 Feb 2013

This paper considers the visibility of women architects across three New Zealand sites: the institutional architecture journal, the national architecture award system and a local website that allows for self-representation. The website, Architecture + Women, was set up in 2011 in anticipation of an exhibition of the work of New Zealand women architects planned for 2013 as an anniversary of an earlier event, ‘‘Constructive Agenda’’, held in 1993. The website accumulates images of women in New Zealand who identify as architects. The paper considers the portrayal of women architects in each of the three sites, juxtaposing a sociological viewpoint with the biographical, seen as distinct yet overlapping modes of representation. Five portraits from the website are selected for detailed discussion as they reflect upon representations of femininity, colonial encounters, nature and the limits of the discipline—issues that are persistent for women architects in New Zealand.

To cite this article:
Sarah Treadwell & Nicole Allan (2012): Limited Visibility: Portraits of Women Architects, Architectural Theory Review, 17:2-3, 280-298

Architectural Theory Review, founded at the University of Sydney in 1996, and now in its eighteenth year, is the pre-eminent journal of architectural theory in the Australasian region. Now published by Taylor and Francis in print and online, the journal is an international forum for generating, exchanging and reflecting on theory in and of architecture. All texts are subject to a rigorous process of blind peer review.

Sarah Treadwell is Associate Professor at the School of Architecture and Planning (National Institute of Creative Arts and Industries), University of Auckland. Sarah’s research investigates the representation of architecture in colonial and contemporary images. Motels, gender and volcanic conditions of ground are also subjects of interest. Sarah has published in various books and journals including Architectural Theory Review, Architectural Design, Space and Culture, and Interstices. Her book Revisiting Rangiatea was the outcome of participation in the Gordon H Brown Lecture Series in 2008. Professional association: NZIA

Nicole Allan is an Architectural Graduate Practicing. Nicole works in the Christchurch Studio of Warren and Mahoney architects.

Posted by Elizabeth Kerr

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