1. High-level management support

High level support from the chief executive officer and senior management for implementing a comprehensive strategy to address sexual harassment.

2. Write and implement a sexual harassment policy

• FNC develops a written policy which prohibits sexual harassment in consultation with staff and relevant unions.

• Regularly FNC distributes and promote the policy at all levels of the company.

• FNC provides the policy and other relevant information on sexual harassment to new staff as a standard part of induction.

• FNC translates the policy into relevant community languages where required so it is accessible to employees from non-English speaking backgrounds.

• FNC ensures that the policy is accessible to staff members with disability.

• FNC ensures that managers and supervisors discuss and reinforce the policy at staff meetings. Verbal communication of the policy is particularly important in workplaces where the literacy of staff may be an issue.

• FNC reviews its policy to ensure it is operating effectively and contains up to date information.

3. Provide regular training and information on sexual harassment to all staff and management

• FNC conducts regular training sessions for all staff and management on sexual harassment and the company policy. Ensure that the training is specific about the types of behaviors that may amount to sexual harassment.

• FNC trains all line managers on their role in ensuring that the workplace is free from sexual harassment.

• FNC displays anti-sexual harassment posters on notice boards in common work areas and distribute relevant brochures.

4. Encourage appropriate conduct by managers
• FNC line managers understand the need to model appropriate standards of professional conduct at all times.

• Include accountability mechanisms in position descriptions for managers.

• FNC ensures that selection criteria for management positions include the requirement that managers have a demonstrated understanding of and ability to deal with discrimination and harassment issues as part of their overall responsibility for human resources.

• FNC checks that managers are fulfilling their responsibilities through performance appraisal schemes.

5. Create a positive workplace environment

• FNC removes offensive, explicit or pornographic calendars, literature, posters and other materials from the workplace.
• FNC develops a policy prohibiting inappropriate use of computer technology, such as e-mail, screen savers and the Internet.
• FNC periodically conduct workplace audits to monitor the incidence of sexual harassment.

Employer Liability
If harassment occurs, an employer will be liable even if management was not aware of the harassment. An employer might avoid liability if the harasser is a non-management employee, the employer had no knowledge of the harassment, and there was a program to prevent harassment. If the harasser is a nonmanagement employee, the employer may avoid liability if the employer takes immediate and appropriate corrective action to stop the harassment once the employer learns about it.

Employer Obligations
Each and every staff member at FNC has a legal obligation to prevent sexual harassment.

• FNC management will take all reasonable steps to prevent discrimination and harassment from occurring.

• FNC management will help ensure a workplace free from sexual harassment by posting in the workplace a poster made available by the Department of Fair Employment.

• FNC management will help ensure a workplace free from sexual harassment by distributing to employees information on sexual harassment. employer distribute brochure that obtained from the Department of Fair Employment also develop an equivalent document, which will meet the following requirements:

• The illegality of sexual harassment

• The definition of sexual harassment under state and federal laws

• A description of sexual harassment, utilizing examples

• The internal complaint process of the employer available to the employee

• The legal remedies and complaint process available through the
Department and the Fair Employment.

• Directions on how to contact the Department and the Fair Employment

• The protection against retaliation for opposing the practices prohibited by
law or for filing a complaint with.

FNC train all individuals in the workplace
All employees receive from their employers a copy “Sexual Harassment is forbidden by FNC”

All employees will be made aware of the seriousness of violations of the sexual harassment policy. Supervisory personnel will be educated about their specific responsibilities. Rank and file employees will be cautioned against using peer pressure to discourage harassment victims from using the internal grievance procedure.