The Human Rights Act 1993 and the Employment Relations Act 2000 prohibit harassment. Behaviour of this kind will also not be tolerated at NZPI, office, meetings or events.
It is NZPI’s policy to provide event and meeting environment/s that are free from tensions involving matters that do not relate to NZPI’s business, that are safe, and where all members of the NZPI and related community are treated with respect.
Any harassment of NZPI members, non-member event or meeting attendees, employees, contractors, suppliers, or partners by NZPI members, employees or non-member attendees is a violation of NZPI policy.
2. Meaning of Harassment:
Harassment covers a number of different types of behaviour and can be sexual, racial, verbal, physical and/or emotional. In general, the underlying nature of the term is that the behaviour is unwelcome by the recipient. It can be persistent and repeated, continuing after the person subject to it makes it clear that they want it to stop, or it can be a single incident if sufficiently serious.
2.1 Sexual Harassment
Sexual harassment may occur where there is verbal or physical behaviour of a sexual nature by one person towards another that is:
While it is not possible to provide an exhaustive list of conduct that can be described as sexual harassment, the following are examples of conduct which may constitute sexual harassment, regardless of intent:
2.2 Racial Harassment
Racial harassment generally occurs when there is verbal or physical behaviour of a racial nature by one person towards another that is:
3. Responsibilities Relating to Harassment:
All members and employees of NZPI have a responsibility to, and are strongly encouraged to, report any incidents of harassment which you experience or which you observe. Such reports should be made to the Chief Executive Officer, or any member of the NZPI Board with whom you feel comfortable to communicate with.
All complaints of harassment will be promptly considered and addressed appropriately according to the applicable circumstances.
If an investigation is required, it will be undertaken with confidentially by the NZPI Board. This would include but not be limited to:
If an allegation of harassment is upheld, the person(s) responsible may be subject to disciplinary consequences.
The nature of such consequences will depend on whether the person(s) responsible are an NZPI employee, NZPI contractor, NZPI member or non-member of NZPI.
4.1 For members,
The upholding of an allegation of harassment may lead to their NZPI membership being immediately revoked.
4.2 For NZPI employees
The upholding of an allegation of harassment may lead to disciplinary action up to and including summary dismissal.
4.3 For an NZPI contractor
The upholding of an allegation of harassment may lead to the termination of their contract for services.
NZPI reserves the right to lodge a complaint with the relevant professional organisation or emnployer against any NZPI non-member found, following investigation, to have harassed another at an NZPI meeting or event.
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