NCS Harrassment Policy

NCS aims to provide a workplace free from harassment activities that creates an intimidating, hostile, or offensive working environment.

Harassment activities arising from an individual’s race, disability, religion or sexual preference including actions designed to exclude or isolate an individual from the rest of the workforce are not tolerated.

Harassment of a sexual nature (defined as any unwanted, unwelcome or uninvited behaviour of a sexual nature which makes a person feel humiliated, intimidated or offended) is also prohibited. Sexual harassment can take many different forms and may include physical contact, verbal comments, jokes, propositions, the display of offensive material or other behaviour which creates a sexually hostile working environment.

Some offences that may be actionable under the criminal law include:

• Physical molestation or assault
• Indecent exposure
• Sexual assault
• Stalking
• Obscene communications (telephone calls, letters, emails etc.)
• Inappropriate abuse of power over subordinates
• Inappropriate touching

Sexual harassment does not include behaviour, which is based on mutual attraction, friendship and respect. If the interaction is consensual, welcome and reciprocated it is not sexual harassment.

Employees found harassing, or otherwise interfering with another person’s well being will be subject to disciplinary action, which could result in dismissal.

If you are being harassed it is your responsibility to report it to your Supervisor, Manager, Harassment Contact Officer, Human Resource Manager or Industrial Relations Manager.

NCS shall thoroughly and properly investigate any reported incidents of harassment.

NCS has established systems, procedures and policies that keep us working efficiently – Every Day

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