Tutt Bryant Group Limited is committed to a policy of non-discrimination within the workplace.  Any form of unlawful discrimination committed by Group employees or other personnel representing the Group, will not be tolerated.  All efforts to eliminate such practice will be undertaken vigorously.

DEFINITIONS

• Discrimination. Discrimination is the treating of a person less favourably than someone else, based on race, colour, nationality, ethnic origin, sex, sexuality, marital status, pregnancy, disability, religion, political beliefs, or family responsibility. It may also be the result of one person's refusal to acquiesce to the requests or demands of another person, outside of normal work requirements.

  It is against the law to discriminate against an employee who may have one or more of the above characteristics in their recruitment, promotion, work allocation, disciplinary procedures or dismissal.

• Harassment. Harassment is any type of behaviour based on one of the personal characteristics listed above.  A person is harassed when, because of the actions of another person, they feel offended, humiliated, menaced, or intimidated.

  Harassment includes sexual harassment which occurs when an employee engages in unwanted conduct of a sexual nature towards another person. Examples of sexual harassment include unwanted touching; staring or leering; sexually explicit or lewd comments, innuendo, propositions or jokes; the distribution or display of pornographic material; unwanted telephone calls; stalking; etc.

• Victimisation. Victimisation is a type of discrimination or unfair treatment directed by a manager or another employee towards a member of the Group who has made a complaint about being unlawfully discriminated against or harassed.

 

COMMITMENT BY TUTT BRYANT GROUP LIMITED

The Group’s Equal Opportunities Policy is designed to reflect the Group’s commitment to:

• Allowing all employees to benefit from a non-discriminatory environment at work.
• Providing a work environment which encourages harmonious working relationships and where employees are treated fairly.
• Promoting and rewarding the required standards of conduct in the workplace.
• Encouraging the reporting of behaviour or standards which do not meet the requirements of this policy.
• Providing the procedures and opportunities for complaints to be made and investigated in a fair and timely manner.

 

RESPONSIBILITIES

All managers and supervisors are to be familiar with the Group’s EEO policy and to ensure that it is complied with in the workplace. Any observance of conduct which runs contrary to this policy or any complaint is to be properly investigated in a timely manner.

All employees are to be familiar with the terms of the Group’s EEO policy and not engage in any conduct which might breach this policy. Employees are to report all instances of unlawful discrimination, harassment or victimization of which they become aware.

OUTCOMES

Following investigation, employees found to have been involved in any breaches of this policy may be subject to administrative or disciplinary procedures which may include dismissal.