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Bullying & HarassmentJanuary 19, 2016
Jamie Clements has resigned from his role as New South Wales Labor General Secretary on Thursday, following sexual harassment allegations made against him.
Clements was accused of pushing Labor staffer, Stephanie Jones, against a wall and trying to kiss her in June last year. Mr Clements has not been charged for sexual harassment and denies the claims, which were the subject of an Apprehended Violence Order (AVO) application.
However, whilst an investigation by Parliament found there were ‘insufficient evidence to substantiate the claims,’ it did find that Ms Jones suffered a genuine level of anxiety regarding her interactions or potential interactions with Clements.
On Wednesday, Ms Jones withdrew the AVO and Clements agreed to stay away from her for 12 months. Yet, after intervention by Federal Opposition Leader Bill Shorten and a demand for his resignation by acting NSW Labor Leader Linda Burney, Mr Clements quit.
“While I have done nothing wrong, I have made the decision in the best interests of the party and my family,” Clements said in a statement.
The importance of this case, shows that sexual harassment is extremely serious no matter who you are. Clements is a prominent political figure, who has allegedly engaged in serious misconduct within his workplace.
Employsure knows all employers, regardless of profession, have the responsibility to provide a safe workplace for their employees. The best way to do this is to implement a sexual harassment policy which is effectively implemented, monitored and communicated to all employees.
Policies and procedures assist employers in communicating that sexual harassment is unacceptable in the workplace, and provides a benchmark for staff behaviour.
A sexual harassment policy should include:
– the company’s organisational objectives regarding sexual harassment
– a clear definition of what the company deems as sexual harassment
– examples of sexual harassment which are specific to your work environment
– a statement of what is not considered sexual harassment
– examples of where sexual harassment may take place (the office, work conferences, field trips)
– the consequences if the policy is breached
– the responsibilities of all management and staff in regards to sexual harassment
– information on where employees can seek more information, help or make a complaint
If you would like any further information on how best to implement sexual harassment policies and procedures into your workplace, call Employsure today on 1300 651 415.
Sourced via ABC News