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<div class="WordSection1">
<p class="MsoNormal"><a href="https://www.atlaswomen.org/insight/2019/2/6/atlastoo-what-to-do-if-you-are-sexually-harassed-at-work"><span style="color:blue">https://www.atlaswomen.org/insight/2019/2/6/atlastoo-what-to-do-if-you-are-sexually-harassed-at-work</span></a><o:p></o:p></p>
<p class="MsoNormal"><o:p> </o:p></p>
<p class="MsoNormal" align="center" style="margin-bottom:45.0pt;text-align:center;mso-line-height-alt:21.6pt;background:#B8A6AE">
<span style="font-size:28.0pt;font-family:jaf-domus;color:#C00000;text-transform:uppercase;letter-spacing:3.0pt"><o:p> </o:p></span></p>
<p class="MsoNormal" align="center" style="margin-bottom:45.0pt;text-align:center;mso-line-height-alt:21.6pt;background:#B8A6AE">
<span style="font-size:28.0pt;font-family:jaf-domus;color:#63458E;text-transform:uppercase;letter-spacing:3.0pt">#ATLASTOO: WHAT TO DO IF YOU ARE SEXUALLY HARASSED AT WORK<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-bottom-alt:auto;background:#B8A6AE"><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">The following tips have been prepared on the basis of legal strategies in different domestic and
international jurisdictions. They are not a substitute for obtaining legal advice on the specific policies and rights that apply to your situation. We strongly recommend that if you have experienced, or think you might experience, a situation of sexual harassment,
you get legal advice or support as soon as you can. Please note that these recommendations only cover situations of sexual harassment, and that the advice here may not be appropriate if you suffer an incident of workplace sexual abuse. If you don’t know who
to contact, AtlasToo can try to help you to find a suitable lawyer in your jurisdiction. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-line-height-alt:16.8pt;background:#B8A6AE">
<span style="font-size:22.5pt;font-family:futura-pt;color:black;letter-spacing:.5pt">Know your rights<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">Some workplace cultures have a high tolerance for harassment. This can often put you under huge pressure to consider unacceptable conduct as ‘normal’. <b>This is not normal</b>.
<b>Sexual harassment, harassment and abuse have no place in the workplace. </b><o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">If you are not sure if certain conduct would be considered as sexual harassment, look for your organisation’s staff rules/manual for the definitions and description. You can
approach HR for a copy if there is no other way of obtaining one. If your organisation has a policy, make sure that you follow it.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">If your organisation does not have a policy in place, find out what laws apply in your jurisdiction. If you need help with research, contact AtlasToo and we will reach out
to our network confidentially on your behalf to try to source information for you. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-line-height-alt:16.8pt;background:#B8A6AE">
<span style="font-size:22.5pt;font-family:futura-pt;color:black;letter-spacing:.5pt">Say no<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">Where possible, find a way to express your lack of interest, enthusiasm, reciprocation, consent or even comfort in an express manner. In many jurisdictions, it is a legal requirement
that behaviour is unwelcome or unwanted. However, please note that some organisations, as a matter of policy, do not require the complainant to explicitly reject the harasser in order to make a claim so it might be helpful to ascertain the specific rules of
your workplace on this point. AtlasToo will attempt to collect information as to the policy of different organisations on this point<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">If you feel safe doing so, make it clear to your harasser that their behaviour is unwanted. Ideally, you should avoid using excuses that can leave room for ambiguity about
whether the behaviour is unwanted (e.g. "I'm in a relationship"). If possible, express your position in front of third persons or in writing so that you have a written record. Where the conduct is through electronic medium, try your best to make your responses
as clear as possible in expressing discomfort and lack of interest.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-line-height-alt:16.8pt;background:#B8A6AE">
<span style="font-size:22.5pt;font-family:futura-pt;color:black;letter-spacing:.5pt">Stay safe<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">You have the right to work in a safe, harassment-free environment. Your employer has an obligation to provide this environment. You should not be asked or expected to put your
safety and well-being at risk, for example, by working with or travelling with someone who is a risk to you. You have the right to say no.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">If possible, express your position, and the reasons for your position, in front of a third person or in writing so that you have a written record. Documenting the reasons
you said no may help you to protect your position or claim damages if your employer attempts to take retaliatory action against you because of your refusal to compromise your safety or security. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-line-height-alt:16.8pt;background:#B8A6AE">
<span style="font-size:22.5pt;font-family:futura-pt;color:black;letter-spacing:.5pt">Take notes<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">If you experience harassment or suspect behaviour at work, start taking notes. It is best to be cautious and record incidents even if you are not sure whether they meet the
threshold for harassment. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">It may be useful to keep notes of problematic interactions that your harasser has with other colleagues. Other colleagues may be experiencing similar issues.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">Keep notes of all incidents on your personal computer, device or in a notebook. Record what happened, what was said and who was there. Make these notes as soon as possible
after the incident and keep them in your personal possession. Do not record them solely on your work computer or a work device. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">A quick easy way to record it is to send yourself an email from your own email. This creates a contemporaneous time stamp and can eventually become a full list of dates and
events, saving you hours of emotionally exhausting labour should you choose to complain later. If you have someone you feel comfortable confiding in, use your personal email to also send them your notes as soon as you have written them so that you have a time
recording. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">It can also be helpful to talk to a close friend, family member or professional about your experience. If you sought help from online groups (like Atlas), professional mental
health personnel or lawyers, these also create contemporaneous records.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-line-height-alt:16.8pt;background:#B8A6AE">
<span style="font-size:22.5pt;font-family:futura-pt;color:black;letter-spacing:.5pt">Get corroborative evidence <b>before
</b>you file a complaint<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">Unfortunately, harassment complaints often end up being the complainant’s word against the perpetrator’s word. Ideally and where possible, you should try to <b>avoid
</b>this happening. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">If a colleague or other person has witnessed the harassment or is aware of similar incidents, try to get a record of their memories <b>before
</b>you take action or tell people you might take action. Often colleagues, who were very sympathetic when the harassment happened, clam up once a formal investigation starts and they are forced to take sides.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">One potential way to get a record of a colleague’s contemporaneous memory of the harassment is to email them. Try to elicit their confirmation that they were present when the
incident occurred, and ask them if they can remember what was said/done, and their impression of the incident.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">Keep any documentary evidence like email, text, Skype, or Slack in a safe place outside your workplace. Take screenshots where necessary. Ideally, you should store documentary
evidence in multiple locations, such as:<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l2 level1 lfo2;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt"> in a personal folder at work<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l2 level1 lfo2;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt"> on your personal laptop<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l2 level1 lfo2;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt"> on an external hard drive<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l2 level1 lfo2;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt"> by emailing a friend and yourself.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-line-height-alt:16.8pt;background:#B8A6AE">
<span style="font-size:22.5pt;font-family:futura-pt;color:black;letter-spacing:.5pt">Track your performance<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">Be aware that you may suffer retaliation as a result of harassment. Keep any records that you have relating to your work performance safely outside of the office. Keep performance
reviews, feedback from colleagues, clients or service users or anything else that demonstrates that you are doing a good job. This can help deal with an attack on your credibility by someone who is harassing you.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-line-height-alt:16.8pt;background:#B8A6AE">
<span style="font-size:22.5pt;font-family:futura-pt;color:black;letter-spacing:.5pt">Confide and seek support<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">Confide in someone you trust, either inside or outside your workplace. You are in a difficult situation and emotional support is important. Also, having another person who
is aware of the situation as it happens can be beneficial if you decide to pursue legal action. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">This friend could be interviewed to attest to your emotional state of mind and the impact the harassment had on you at the time of the incidents. It creates a third-party narrative
of how you managed and coped with the events and the time, energy and effort you put in to process the behaviour. If you are at a duty station where you have nobody locally, consider the use of video chat.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">If you feel completely isolated, just know that you are not alone. There are lot of women who are part of the Atlas and AtlasToo network who are there for you. If you are concerned
about confidentiality, you can reach out for support, advice and assistance on a confidential or anonymous basis through the website link (<a href="https://www.atlaswomen.org/atlastoo/"><span style="color:#B30AA0">https://www.atlaswomen.org/atlastoo/</span></a>).<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-line-height-alt:16.8pt;background:#B8A6AE">
<span style="font-size:22.5pt;font-family:futura-pt;color:black;letter-spacing:.5pt">Make a formal complaint<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">If you decide to report your harassment, contact your HR department and ask for a meeting. Be aware that they are there to protect the organisation, not you. It can be helpful
to be accompanied to such meetings e.g. by your lawyer or a support person, who can act as a witness to the meeting. Document what is said at the meeting. You can do this in writing or ask for permission to tape it. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">You should also be aware that HR may not be able to keep your allegation confidential. They may be under a legal duty to escalate it to your manager or other senior staff.
In some jurisdictions, certain records might become public. Your employer might also be obliged to report your complaint to the police, if the allegations would amount to a crime.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">If you have concerns that any further transmission of your complaint or your identity might damage your safety or privacy, seek legal advice as soon as possible. Your legal
adviser can advise you on the protective measures and redactions that you can request to protect your security, privacy and dignity. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;mso-line-height-alt:16.8pt;background:#B8A6AE">
<span style="font-size:22.5pt;font-family:futura-pt;color:black;letter-spacing:.5pt">What can you ask for?<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">There is no one-size-fits-all remedy for sexual harassment. The remedies that might be appropriate can vary drastically .<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;line-height:18.0pt;background:#B8A6AE">
<span style="font-size:12.0pt;font-family:futura-pt;color:black;text-transform:uppercase;letter-spacing:2.75pt">WHAT YOU CAN ASK FOR DURING AN INVESTIGATION<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">Organisations have a duty to ensure that the complaints procedure is effective and not illusory. In practice, this means that you should not be exposed to retaliation or adverse
repercussions because you have exercised your right to file a complaint. You should also not be required to sacrifice your privacy. Most complaint processes allow the victim to request that their identity and identifying features be withheld from public documents,
and that any hearings are convened in a confidential manner.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">You may wish to discuss your options with your legal adviser or union representative to find the best course of action in your particular scenario. In some instances, such
as hardship postings/ small teams/ short term consultancies, it may not be possible to obtain the best-case scenario. Please consider options that ensure your safety and security above those that are in the interest of your work, or mandate, and seek legal
advice if you feel that the option presented to you by the organisation fails to ensure your safety or penalises you as the victim.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">If you are concerned that your harasser will continue to harass you while an investigation is ongoing, you can ask that they be suspended immediately, pending the outcome of
the investigation. Alternatively, you can also ask to be placed on paid leave or moved to another office, section or department. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">If your employer or colleagues start treating you differently or engage in discriminatory or prejudicial conduct towards you following the submission of the complaint, this
might constitute either a separate form of harassment or aggravating circumstances relating to the subject matter of the complaint itself. It is therefore important to continue to document your treatment, including the manner in which the organisation reacted
to any requests for temporary security and safety measures to be taken while the investigation was pending. Your security and safety are the paramount concern, but if the organisation has forced you to choose between your security and your career, then this
is a matter that you might wish to include in the complaint itself. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;line-height:18.0pt;background:#B8A6AE">
<span style="font-size:12.0pt;font-family:futura-pt;color:black;text-transform:uppercase;letter-spacing:2.75pt">WHAT YOU CAN ASK FOR IF YOUR COMPLAINT IS UPHELD<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">The following is not an exhaustive list, but provides examples of the types of remedies that lawyers have asked for in previous cases in the context of employment law:<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l1 level1 lfo4;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt"> That the contract of the perpetrator is terminated.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l1 level1 lfo4;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt"> That the organisation makes structural changes to prevent further instances of sexual harassment/harassment. This can include: <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l1 level1 lfo4;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">mandatory harassment prevention and response training, in particular for persons in management positions;<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l1 level1 lfo4;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">retraining HR and other ‘first responders’ on the best practice for response to sexual harassment;<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l1 level1 lfo4;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">an independent investigation into allegations of harassment in the organisation which is staffed by investigators with specific competence in
this field;<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l1 level1 lfo4;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">terminating the employment of persons who have committed or facilitated sexual harassment in the organisation; and <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l1 level1 lfo4;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">implementing a zero-tolerance policy for such conduct.;<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l1 level1 lfo4;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">ensuring the policy is well-distributed, with visible support from the top. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l1 level1 lfo4;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt"> That the complainant is compensated for damage to their professional development or reputation e.g. assistance for professional development
through participation in certain trainings, allocation of additional responsibilities or being afforded specific or greater opportunities that the applicant was denied previously, as a result of the harassment;<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l1 level1 lfo4;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">That the complainant be awarded pecuniary damages:<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;margin-left:47.25pt;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">o for sexual harassment – focus might be on the harm (physical/psychological) to the complainant and the intentional or negligent failure of the organisation to protect
them from this harm. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;margin-left:47.25pt;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">o For other forms of harassment, damages are often tied to specific damage to the complainant’s career/professional development/health.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:6.0pt;margin-right:0in;margin-bottom:6.0pt;margin-left:23.25pt;text-indent:-.25in;mso-list:l0 level1 lfo6;background:#B8A6AE">
<![if !supportLists]><span style="font-size:10.0pt;font-family:Symbol;color:black;letter-spacing:.4pt"><span style="mso-list:Ignore">·<span style="font:7.0pt "Times New Roman"">
</span></span></span><![endif]><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt"> An objective and impartial reference drafted by a person agreed upon by the complainant. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;background:#B8A6AE"><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">Employers have an obligation to provide you with a safe working environment and the onus should be on
them to find a fair solution for you. You should not be penalised personally or professionally because they have failed to ensure a safe environment. <o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-bottom-alt:auto;background:#B8A6AE"><b><i><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">Methodology</span></i></b><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt"><o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;background:#B8A6AE">
<span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">These guidelines were compiled on the basis of advice posted on the Atlas Facebook site, research, input from external lawyers who specialise in this field and peer review.
The final version benefitted, in particular, from the extremely helpful input and advice provided by <a href="https://twitter.com/Jess_Lacey_"><span style="color:#B30AA0;text-decoration:none">Jess Lacey</span></a>, <a href="https://twitter.com/themtchair?lang=en"><span style="color:#B30AA0;text-decoration:none">Melinda
Taylor</span></a>, <a href="https://www.linkedin.com/in/pchirimar/"><span style="color:#B30AA0;text-decoration:none">Priyanka Chirimar</span></a>, <a href="https://www.linkedin.com/in/kirsten-keith-aa81a812"><span style="color:#B30AA0;text-decoration:none">Kirsten
Keith</span></a>, and <a href="https://www.linkedin.com/in/marlene-yahya-haage-a6840a72/?originalSubdomain=nl"><span style="color:#B30AA0;text-decoration:none">Marlene Yahya Haage</span></a>.<o:p></o:p></span></p>
<p class="MsoNormal" style="mso-margin-top-alt:auto;background:#B8A6AE"><span style="font-size:13.0pt;font-family:futura-pt;color:black;letter-spacing:.4pt">Should any readers have any comments concerning the content, or suggestions as concerns additional advice
or topics, please email us at <a href="mailto:atlastoo2018@gmail.com">atlastoo2018@gmail.com</a>. A copy will be placed in the <a href="https://www.atlaswomen.org/atlastoo/"><span style="color:#B30AA0;text-decoration:none">#ATLASToo Virtual Library</span></a> of
best practices, training manuals, case law, and templates.<o:p></o:p></span></p>
<p class="MsoNormal"><o:p> </o:p></p>
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