Safety in the Workplace

It is an employer's responsibility to provide a safe and secure work environment. If you are uneasy or concerned about your safety at work, talk to your employer about improving safety in and around the workplace.

Basic Safety Strategies

• Report suspicious people or vehicles to workplace security personnel or the police;

• Check the identification of unknown people entering the workplace or loitering around who claim to have the right to: perform repairs; remove company equipment; enter an area reserved for employees; or obtain confidential information. If you have any doubts about the person, contact your supervisor or security immediately;

• Be aware of company policy when handling money. Avoid leaving money unattended or unsecured;

• If taking money to a bank or another location, vary the route or routine. Don't advertise the fact that you are carrying money, i.e. using bank bags. If possible, have a security guard or colleague escort you;

• Avoid giving details of your social life or holiday plans, or those of your fellow employees to strangers;

• Place purses, wallets and other valuables out of sight. If possible, keep them in a locked area such as a locker or drawer; and

• Remove employee identification when leaving the workplace.

Working early or late

If you leave work at an odd hour and it makes you feel more comfortable:

• Walk with a group, or ask a colleague or security guard to walk you to your car;
  
• Park in a populated, well lit area, as close as possible to your workplace;
  
• Arrange a lift with a family member, friend or colleague or be involved in a car pool;
• Your employer may be obliged or willing to provide you with a taxi voucher to take you home or to the station; and
  
• If you walk alone to your vehicle or public transport, reflect on the 'Core Concepts of Personal Safety' (see General Personal Safety Advice).

Workplace Harassment

Harassment in the workplace is behaviour that intimidates, offends, degrades or humiliates people in the working environment. Behaviour such as this may sometimes be considered part of the "culture" of the workplace. However, if you find the behaviour offensive, it is not appropriate and should not be tolerated.

Workplace harassment creates an intimidating and hostile work environment. As a consequence, work performance may suffer. The victim's health may also suffer, which could result in increased sick leave or compensation claims. Harassment may also result in staff resigning or asking for transfers.

Examples of workplace harassment include:

Physical Contact: kissing, embracing, patting, pinching, touching someone against their will.

Verbal Comments: requests for sexual favours, suggestive comments, persistently asking someone out, asking personal questions, telling smutty or inappropriate jokes, innuendo.

Non-verbal Actions: indecent exposure, leers, stares, offensive gestures, displays of sexually explicit material, suggestive letters and drawings.

Some of these behaviours may be relatively common. However they are harassing when one person regards them as unwelcome.

Strategies for dealing with harassment:

• Approach the harasser directly and advise them that you take offence to their behaviour. The person harassing may not be aware that he/she is behaving in a way that is offensive to you. Assertively requesting the behaviour to cease may be all that it takes to stop the harassment. If you do or say nothing, that person will probably assume that you do not object;

It is optimal to make your feelings know clearly as soon as the harassment starts. This way the unwelcome behaviour may cease immediately.

• Advise your supervisor or manager about the behaviour. The Workplace Health and Safety Act 1995 outlines the responsibilities of both employers and employees to ensure the health and safety of all workers, including their physical and psychological well-being;

• Start a diary to record all details of harassment, and keep any evidence (e.g. e-mails, notes) which may support your claims;

• Approach a Sexual Harassment Referral Officer, Personnel Officer or EEO Coordinator (if you have one in your workplace). These people should be able to offer advice and if necessary may be in a position take action on your behalf.

• If a member of a union, you may consider approaching an appropriate representative for advice or to take action on your behalf; and/or

• Where matters of workplace harassment escalate to, or involve discrimination under the provisions of the Anti-Discrimination Act 1991, these matters may be reported to the Anti-Discrimination Commission.

You are encouraged to assist other colleagues if you are aware they are being harassed. Approaching them may be the most appropriate initial response before future action is taken, such as approaching the harasser on their behalf.