1. Oral Present SITXHRM007A (Part Two)

2. Task: One

3. Present By Mr. Udonsak Wongwut C 61830 3 July, 2011

4. Sexual harassment in the workplace (Task: One)

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

6. Understanding legal issues Legal issues in sexual harassment Act No. 4 of 1984 as amended, taking into account amendments up to Sex and Age Discrimination Legislation Amendment Act 2011 An Act relating to discrimination on the ground of sex, marital status, pregnancy, potential pregnancy, breastfeeding or family responsibilities or involving sexual harassment Sex discrimination (1) For the purposes of this Act, a person (in this subsection referred to as the discriminator) discriminates against another person (in this subsection referred to as the aggrieved person) on the ground of the sex of the aggrieved person if, by reason of: (1) For the purposes of this Act, a person (in this subsection referred to as the discriminator) discriminates against another person (in this subsection referred to as the aggrieved person) on the ground of the sex of the aggrieved person if, by reason of:

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

8. Recognizing harassing behavior Recognizing harassing behavior Identifying sexual harassment Sexual harassment can take many different forms – it can be obvious or indirect, physical or verbal, repeated or one-off and perpetrated by males and females against people of the same or opposite sex. Recognizing the impact of sexual harassment Employees often suffer the adverse consequences of the harassment itself and short- and long-term damage to their employment prospects if they are forced to change jobs.

9. Taking action Preventing sexual harassment - Put your company's sexual harassment policy in writing and have every employee read it and sign it. it and sign it. - Adopt a clear zero tolerance policy toward sexual harassment to prevent its occurrence in your workplace. in your workplace. - 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 basis. - 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 insisting harassment in the workplace by reviewing all reporting procedures and by insisting that every claim of sexual harassment is handled in the same way, with seriousness and that every claim of sexual harassment is handled in the same way, with seriousness and objectivity. objectivity.

10. Activity: Humiliation This video demonstrates how repeatedly making humiliating comments and gestures can be a form of workplace harassment. FRANK: (Frank walks into the office) Good morning everyone!

11. 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

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

13. Task: Two

14. Present By Mr. Udonsak Wongwut C 61830 17 July, 2011

15. Training Program Disability Discrimination in Workplace Part Two

16. Disability Discrimination Act 1992 Act No. 135 of 1992 as amended A person (the discriminator) also discriminates against another person (the aggrieved person) on the ground of a disability of the aggrieved person if: the disability, treated less favorably than a person without the disability would be treated in circumstances that are not materially different. the disability, treated less favorably than a person without the disability would be treated in circumstances that are not materially different.

17. 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 receive information about applicable health care options in a reasonably accessible format. Access to social services must be available as well Disability discrimination right in workplace

18. How to organize disable customers in restaurant Curb cuts (also known as curb ramps) enable people who use wheelchairs or other mobility devices to have ready access to restaurants and bars. Curb cuts (also known as curb ramps) enable people who use wheelchairs or other mobility devices to have ready access to restaurants and bars. The main entrance, must be accessible, making it possible for people with disabilities to "get through the door.“ The main entrance, must be accessible, making it possible for people with disabilities to "get through the door.“ A portable ramp must be used if readily achievable. Portable, i.e., moveable, ramps also must be safe. Most portable ramps are relatively inexpensive to purchase or construct. A portable ramp must be used if readily achievable. Portable, i.e., moveable, ramps also must be safe. Most portable ramps are relatively inexpensive to purchase or construct. Install a doorbell or intercom (with an appropriate sign) to summon an employee to bring the ramp to the door if readily achievable. Install a doorbell or intercom (with an appropriate sign) to summon an employee to bring the ramp to the door if readily achievable.

19. How to organize disable customers in restaurant Restaurants and bars must make sure there is adequate lighting at the entrance to enable customers with limited vision disabilities to enter and exit safely. Restaurants and bars must make sure there is adequate lighting at the entrance to enable customers with limited vision disabilities to enter and exit safely. A restaurant or bar should determine whether the pathways between tables, bars, and other facilities are wide enough for a customer using a wheelchair. A restaurant or bar should determine whether the pathways between tables, bars, and other facilities are wide enough for a customer using a wheelchair. Keep a list of accessible tables so the person who seats customers will be able to direct customers using wheelchairs to accessible tables. Keep a list of accessible tables so the person who seats customers will be able to direct customers using wheelchairs to accessible tables. at least five percent of the restaurant's fixed tables must be accessible if readily achievable. at least five percent of the restaurant's fixed tables must be accessible if readily achievable.

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

21. Disabled customers in Role play In a restaurant and heard the manager tell a disabled woman that she was not permitted to dine with her dog by her side In a restaurant and heard the manager tell a disabled woman that she was not permitted to dine with her dog by her side When there are 2 customers inside disgusted in dog When there are 2 customers inside disgusted in dog Disabled customer no 1 is coming in this restaurant Disabled customer no 1 is coming in this restaurant Customer no 2 is keen on the disabled customer in restaurant Customer no 2 is keen on the disabled customer in restaurant

22. Disabled customers in Role play Manager : Manager : "You can't bring a dog into a restaurant … There's a wrought iron "You can't bring a dog into a restaurant … There's a wrought iron fence you can tie him to…(The dog) is stinky, it's dirty." - 2 customers playing customers disgusted by a dog inside of a fence you can tie him to…(The dog) is stinky, it's dirty." - 2 customers playing customers disgusted 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 allowed to take him into "I'm allowed to have the dog in here. I'm allowed to take him into public places. I need the dog for assistance." - customer No. 1 playing the role of a disabled person public places. I need the dog for assistance." - customer No. 1 playing the role of a disabled person

23. Disabled customers in Role play Customer No. 2: Customer No. 2: "You should (feel) lucky that you don't have a disability. Manager " "You should (feel) lucky that you don't have a disability. Manager " Customer No. 2 : Customer No. 2 : "Listen, she is absolutely right, as long as she has a disability she "Listen, she is absolutely right, as long as she has a disability she can stay here with this dog, so what you're doing is wrong." - customer no 2 defending our disabled person and service dog can stay here with this dog, so what you're doing is wrong." - customer no 2 defending our disabled person and service dog

24. The end Thank you