Oral PresentOral Present

SITXHRM007ASITXHRM007A

(Part Two)(Part Two)

Task: OneTask: One

PresentPresent By By

Mr. Udonsak WongwutMr. Udonsak WongwutC 61830C 61830

3 July, 3 July,

20112011

Sexual harassment Sexual harassment in the in the

workplaceworkplace(Task: One)(Task: One)

Defining sexual Defining sexual harassmentharassment

Sexual harassmentSexual harassmentSexual harassment occurs when Sexual harassment occurs when one employee makes continued, one employee makes continued, unwelcome sexual advances, unwelcome sexual advances, requests for sexual favors, and requests for sexual favors, and other verbal or physical conduct other verbal or physical conduct of a sexual nature, to another of a sexual nature, to another employee, against his or her employee, against his or her wisheswishes

Understanding legal Understanding legal issuesissues Legal issues in sexual harassmentLegal issues in sexual harassment

Act No. 4 of 1984 as amended, taking into account amendments Act No. 4 of 1984 as amended, taking into account amendments up to Sex and Age Discrimination Legislation Amendment Act up to Sex and Age Discrimination Legislation Amendment Act 2011 An Act relating to discrimination on the ground of sex, 2011 An Act relating to discrimination on the ground of sex, marital status, pregnancy, potential pregnancy, breastfeeding marital status, pregnancy, potential pregnancy, breastfeeding or family responsibilities or involving sexual harassmentor family responsibilities or involving sexual harassment

Sex discriminationSex discrimination   (1)  For the purposes of this Act, a person (in this subsection (1)  For the purposes of this Act, a person (in this subsection

referred to as the discriminator) discriminates against another referred to as the discriminator) discriminates against another person (in this subsection referred to as the person (in this subsection referred to as the aggrieved personaggrieved person) ) on the ground of the sex of the aggrieved person if, by reason on the ground of the sex of the aggrieved person if, by reason of:of:

                    

(a)  the sex of the aggrieved person(a)  the sex of the aggrieved person

(b)  a characteristic that appertains generally to persons (b)  a characteristic that appertains generally to persons of the sex of the aggrieved of the sex of the aggrieved

personperson

                      

2)  For the purposes of this Act, a person (the discriminator) 2)  For the purposes of this Act, a person (the discriminator) discriminates against another person (the aggrieved person) discriminates against another person (the aggrieved person) on the ground of the sex of the aggrieved person if the on the ground of the sex of the aggrieved person if the discriminator imposes, or proposes to impose, a condition, discriminator imposes, or proposes to impose, a condition, requirement or practice that has, or is likely to have, the effect requirement or practice that has, or is likely to have, the effect of disadvantaging persons of the same sex as the aggrieved of disadvantaging persons of the same sex as the aggrieved person.person.

Understanding legal issues

Recognizing harassing Recognizing harassing behaviorbehavior Identifying sexual harassmentIdentifying sexual harassment

Sexual harassment can take many different forms – Sexual harassment can take many different forms – it can be obvious or indirect, physical or verbal, it can be obvious or indirect, physical or verbal, repeated or one-off and perpetrated by males and repeated or one-off and perpetrated by males and females against people of the same or opposite sex. females against people of the same or opposite sex.

Recognizing the impact of sexual Recognizing the impact of sexual harassmentharassment

Employees often suffer the adverse consequences of Employees often suffer the adverse consequences of the harassment itself and short- and long-term the harassment itself and short- and long-term damage to their employment prospects if they are damage to their employment prospects if they are forced to change jobs. forced to change jobs.

Taking actionTaking actionPreventing sexual harassment Preventing sexual harassment

- Put your company's sexual harassment policy in writing and have every employee - Put your company's sexual harassment policy in writing and have every employee read read

it and sign it.it and sign it.

- - Adopt a clear zero tolerance policy toward sexual harassment to prevent its Adopt a clear zero tolerance policy toward sexual harassment to prevent its occurrence occurrence

in your workplace.in your workplace.

- Explain to all employees that any claim of sexual harassment will be investigated - Explain to all employees that any claim of sexual harassment will be investigated

thoroughly in a consistent and objective manner. thoroughly in a consistent and objective manner.

- Review the company's sexual harassment policy with all employees on an annual - Review the company's sexual harassment policy with all employees on an annual basis.basis.

- Train the management of the company to know how to identify and prevent sexual - Train the management of the company to know how to identify and prevent sexual

harassment in the workplace by reviewing all reporting procedures and by harassment in the workplace by reviewing all reporting procedures and by insisting insisting

that every claim of sexual harassment is handled in the same way, with that every claim of sexual harassment is handled in the same way, with seriousness and seriousness and

objectivity. objectivity.

Activity: HumiliationActivity: HumiliationThis video demonstrates how repeatedly making This video demonstrates how repeatedly making

humiliating comments and gestures can be ahumiliating comments and gestures can be aform of workplace harassment.form of workplace harassment.

FRANK:FRANK: (Frank walks into the office) (Frank walks into the office) Good  Good morning everyone!morning everyone!

SHARON: Look what the cat dragged in!  Who dressed you this morning, your mummy? (Makes a loser sign on his forehead) You're such a loser. (Laughs out loud with other co-workers)

Activity: Humiliation

FRANK: (Bows head and walks quickly to his cubical.)

Activity: Humiliation

Task: TwoTask: Two

Present Present ByBy

Mr. Udonsak WongwutMr. Udonsak WongwutC 61830C 61830

17 July, 17 July,

20112011

Training ProgramTraining ProgramDisability Disability

Discrimination Discrimination inin

WorkplaceWorkplacePart TwoPart Two

Disability Discrimination Disability Discrimination Act 1992Act 1992Act No. 135 of 1992 as amended Act No. 135 of 1992 as amended

A person (the discriminator) also A person (the discriminator) also discriminates against another discriminates against another

person (the aggrieved person) on the person (the aggrieved person) on the ground of a disability of the ground of a disability of the

aggrieved person if:aggrieved person if:

the disability, treated less favorably than the disability, treated less favorably than a person without the a person without the disability would be disability would be treated in circumstances that are not treated in circumstances that are not materially different.materially different.

Employers and services in public and private sectors can receive Disability Discrimination Act training through a variety of workshops or from self-study online courses. Most training options include information regarding compliance, safety, accessibility issues and non-discriminatory responsibilities for employers.

This Disability Discrimination Act mandates places of service to be reasonably accessible for people with disabilities. Public and private organizations may not grant or deny membership based solely on disabilities.

People with disabilities have the right to People with disabilities have the right to receive information about applicable health receive information about applicable health care options in a reasonably accessible care options in a reasonably accessible format. Access to social services must be format. Access to social services must be available as wellavailable as well

Disability discrimination right in workplace

How to organize disable How to organize disable customers in restaurantcustomers in restaurant

Curb cuts (also known as curb ramps) enable people Curb cuts (also known as curb ramps) enable people who use wheelchairs or other mobility devices to who use wheelchairs or other mobility devices to have ready access to restaurants and bars.have ready access to restaurants and bars.

The main entrance, must be accessible, making it The main entrance, must be accessible, making it possible for people with disabilities to "get through possible for people with disabilities to "get through the door.“the door.“

A portable ramp must be used if readily achievable. A portable ramp must be used if readily achievable. Portable, i.e., moveable, ramps also must be safe. Portable, i.e., moveable, ramps also must be safe. Most portable ramps are relatively inexpensive to Most portable ramps are relatively inexpensive to purchase or construct.purchase or construct.

Install a doorbell or intercom (with an appropriate Install a doorbell or intercom (with an appropriate sign) to summon an employee to bring the ramp to sign) to summon an employee to bring the ramp to the door if readily achievable. the door if readily achievable.

How to organize disable How to organize disable customers in restaurantcustomers in restaurant

Restaurants and bars must make sure there is Restaurants and bars must make sure there is adequate lighting at the entrance to enable adequate lighting at the entrance to enable customers with limited vision disabilities to enter customers with limited vision disabilities to enter and exit safely.and exit safely.

A restaurant or bar should determine whether the A restaurant or bar should determine whether the pathways between tables, bars, and other pathways between tables, bars, and other facilities are wide enough for a customer using a facilities are wide enough for a customer using a wheelchair. wheelchair.

Keep a list of accessible tables so the person who Keep a list of accessible tables so the person who seats customers will be able to direct customers seats customers will be able to direct customers using wheelchairs to accessible tables.using wheelchairs to accessible tables.

at least five percent of the restaurant's fixed at least five percent of the restaurant's fixed tables must be accessible if readily achievable. tables must be accessible if readily achievable.

How to organize disable How to organize disable customers in restaurantcustomers in restaurant

Rearranging toilet partitions to increase Rearranging toilet partitions to increase maneuverability for customers using maneuverability for customers using wheelchairs; installing a raised toilet seat; wheelchairs; installing a raised toilet seat; installing grab bars near the toilet; installing grab bars near the toilet; repositioning paper towel dispensers; repositioning paper towel dispensers; installing lever handles on at least one sink; installing lever handles on at least one sink; and installing insulation material around and installing insulation material around exposed lavatory pipes to prevent exposed lavatory pipes to prevent wheelchair users from burning their legs wheelchair users from burning their legs while sitting at the sink are examples of while sitting at the sink are examples of readily achievable measures for most readily achievable measures for most businesses. businesses.

Disabled customers in Disabled customers in Role playRole play In a restaurant and heard the manager tell a In a restaurant and heard the manager tell a

disabled woman that she was not permitted to disabled woman that she was not permitted to dine with her dog by her sidedine with her dog by her side

When there are 2 customers inside disgusted in When there are 2 customers inside disgusted in dogdog

Disabled customer no 1 is coming in this Disabled customer no 1 is coming in this restaurantrestaurant

Customer no 2 is keen on the disabled Customer no 2 is keen on the disabled customer in restaurantcustomer in restaurant

Disabled customers in Disabled customers in Role playRole play Manager :Manager :

"You can't bring a dog into a restaurant … There's "You can't bring a dog into a restaurant … There's a wrought iron a wrought iron

fence you can tie him to…(The dog) is stinky, it's fence you can tie him to…(The dog) is stinky, it's dirty."dirty." - 2 customers playing customers disgusted - 2 customers playing customers disgusted by a dog inside of a by a dog inside of a

restaurant restaurant Customer No. 1:Customer No. 1:

"I'm allowed to have the dog in here. I'm "I'm allowed to have the dog in here. I'm allowed to take him into allowed to take him into

public places. I need the dog for assistance." public places. I need the dog for assistance." - customer No. 1 playing the role of a - customer No. 1 playing the role of a disabled person disabled person

Disabled customers in Disabled customers in Role playRole play Customer No. 2:Customer No. 2:

"You should (feel) lucky that you don't have a "You should (feel) lucky that you don't have a disability. Manager "disability. Manager "

Customer No. 2 :Customer No. 2 :

"Listen, she is absolutely right, as long as she has a "Listen, she is absolutely right, as long as she has a disability she disability she

can stay here with this dog, so what you're doing can stay here with this dog, so what you're doing is wrong." is wrong." - customer no 2 defending our disabled person - customer no 2 defending our disabled person and service dogand service dog

The endThe end

Thank youThank you