GREYHOUNDS AUSTRALASIA LIMITED 

GREYHOUND INDUSTRY HARASSMENT POLICY

NOTICE TO ALL GREYHOUND INDUSTRY PARTICIPANTS IN AUSTRALIA – ENGAGED DIRECTLY OR INDIRECTLY IN GREYHOUND RACING

Greyhounds Australasia Limited hereby draws the attention of all clubs, associations, employers, employees, contractors, registered persons and participants generally of both their rights and responsibilities with regard to harassment and in particular, sexual harassment.

It is a fundamental right of all people to be able to work in an environment free of sexual harassment and victimisation.

Greyhounds Australasia is committed to providing employees, registered persons and participants with a healthy and safe work environment.

The provisions and policies of the Anti-Discrimination Act 1977 and the Occupational Health and Safety Act 2000 are fully supported by the Greyhounds Australasia.  Other relevant items of legislation include –

Ø      Equal Opportunity Act 1987 (Commonwealth)

Ø      Sex Discrimination Act 1984 (Commonwealth)

Ø      Racial Discrimination Act 1975 (Commonwealth)

Ø      Disability Discrimination Act 1992 (Commonwealth)

Ø      Human Rights and Equal Opportunity Commission Act 1986 (Commonwealth)

 

Greyhounds Australasia as the regulatory body for greyhound industry throughout Australia, provides support services, to promote working environments, which are free of sexual harassment.  These services include the following:

  

Ø      Assistance to employers to develop Sexual Harassment Policies

Ø      Contact with Industry Representatives

Ø      Contact with counsellors

Ø      Contact with independent bodies e.g. Anti-discrimination Board, Human Rights and Equal Opportunities Commission.

A range of options exists to ensure all those involved in the industry have at least one channel of complaint with which they feel comfortable.

Greyhounds Australasia will not tolerate sexual harassment in the Australian greyhound racing industry.

Stewards will enforce the Rules of Greyhounds Australasia 2003 and the Club Rules for Greyhound Racing while also referring complaints to appropriate authorities, which may include the police where appropriate.

WHAT IS HARASSMENT?

Harassment is unwelcomed and unreciprocated behaviour which makes an employee or customer feel intimidated, offended, or belittled in the workplace.  It can take place between:

Ø      an employee and a manager or supervisor;

Ø      co-workers; or

Ø      an employee and another person in the workplace, for example a customer.

Harassment can occur in any location where people are working including those where services are delivered outside the usual place of work, such as an employee or employer’s home.

It might also be in the form of behaviour that targets you because of sex, pregnancy, race, marital status, disability, your preferred sexuality or age.

In addition it is important to note that it is irrelevant at law whether or not the inappropriate behaviour was intended.  Registered persons, participants, employees and employers must understand that it is the person being subjected to the behaviour, who determines whether the behaviour is welcome or unwelcome.

WHAT IS SEXUAL HARASSMENT?

Sexual harassment is an unwanted, unwelcome or uninvited behaviour of a sexual nature that makes a person feel humiliated, intimidated or offended.

Sexual harassment can take many different forms and may include physical contact, verbal comments, jokes, propositions, and the display of offensive material or other behaviour, which creates a sexually hostile working environment.

Examples of sexual harassment include:

Ø      uninvited touching, uninvited kisses or embraces;

Ø      smutty jokes or comments; making promises or threats in return for sexual favours;

Ø      displays of sexually graphic material including posters, pinups, cartoons, graffiti or messages left on notice boards, desks or common areas;

Ø      repeated invitations to go out after prior refusal;

Ø      “flashing” or sexual gestures, sex-based insults, taunts, teasing or name-calling, staring or leering at a person or at parts of their body;

Ø      sexually explicit conversation;

Ø      persistent questions or insinuations about a person’s private life;

Ø      offensive phone calls, letters, e-mail messages or computer screen savers, stalking;

Ø      leering, patting, pinching or unnecessary familiarity;

Ø      offensive comments on physical appearance, dress or private life.

Sexual harassment can involve behaviour that would also be an offence under the criminal law.  For example, physical assault, indecent exposure, sexual assault, stalking or obscene communications.

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

Greyhounds Australasia recognises that comments and behaviour which do not offend one person can offend another, Greyhounds Australasia accepts that individuals may react differently and expects this right to be generally respected.

COULD SEXUAL HARASSMENT AFFECT YOU? YES!

Everybody who is engaged in activities related to the Australian greyhound racing industry must be aware of their responsibility and rights with regards to harassment, including sexual harassment.

Everybody includes employers, full-time, part-time and casual employees; contractors, trainees and students who are engaged in activities in all areas of the greyhound racing industry in Australia.

HOW CAN IT AFFECT YOU?

Sexual harassment can have a serious and damaging effect on your life.

It can:  

Ø      affect work performance and opportunities;

Ø      create a hostile or unpleasant work environment;

Ø      make you insecure and fearful;

Ø      affect your studies and future career.

WHEN AND WHERE CAN SEXUAL HARASSMENT HAPPEN?

Sexual harassment is not just unlawful during working hours or in the workplace itself.  The behaviour is illegal in any work-related context.  Sexual harassment in employment is prohibited in the following circumstances:

Ø      recruitment and selection – for example, during job interviews;

Ø      the course of employment – for example, at the workplace, during working hours, at work-related activities such as a race meeting, training courses, conferences, field trips, work functions and office Christmas parties;

Ø      termination of employment – for example, where an employee is dismissed for objecting to sexual harassment or resigns because of intolerable sexual harassment;

Ø      any other circumstance that could arise in the context of relationships such as sexual harassment of an employee by a fellow employee, regardless of when or where it occurs.

WHAT ARE YOUR RIGHTS?

Ø      Everyone has the right to work in an environment which is free of harassment.

Ø      Sexual harassment is against the law.

Ø      Sexual harassment is against the Rules of Greyhounds Australasia 2003 and the Club Rules for Greyhound Racing.

Ø      Confidential complaint procedures are available.

WHAT DO THE AUSTRALIAN GREYHOUND RULES OF RACING SAY?

Stewards are empowered to investigate allegations of sexual harassment and to lay charges and impose penalties under certain Rules of Racing, Rule 109(1), (6)(a)(b)(c)(d),(7),(15)&(17) of the Australian Greyhound Racing Rules states:

 

OFFENCES

 

R109               Any person (including an official) who:

 

                      (1)      contravenes any of these Rules;

                      (6)      uses improper, insulting, or offensive language in either the written or spoken form towards, or in relation to:

 

                                (a)      a Steward;

 

                                (b)      the committee, or a member of the committee, of a Club;

 

                                (c)      the Board/Commission, or a member of the

                                          Board/Commission; or

 

                                (d)      any other person having official duties in relation to

                                          greyhound racing;

 

           (7)      assaults, obstructs, impedes, abuses, threatens or insults the Board/Commission, any member of the Board/Commission, a Club, any member of the committee of a Club, any Board/Commission Steward, any Steward or any other official of the Board/ Commission or a Club;

          

           (15)     has, in relation to a greyhound or greyhound racing, done a thing, or omitted to do a thing, which, in the opinion of the Stewards, is negligent, dishonest, corrupt, fraudulent or improper, or constitutes misconduct;

 

           (17)     commits or omits to do any act or engages in conduct which is in any way detrimental or prejudicial to the interest, welfare, image, control or promotion of greyhound racing:

   

WHO IS RESPONSIBLE?

Are individual persons responsible? YES.

Ø      Persons, including employers, employees and contract workers are personally liable for their own acts of sexual harassment.

Ø      A person is personally liable for any act of victimisation.

Ø      A person is personally liable for causing, instructing, inducing, aiding or permitting another to discriminate (including discrimination involving sexual harassment).

Are employers responsible? YES.

Ø      An employer is vicariously liable for acts of harassment committed by employees or agents in connection with their duties unless “all reasonable steps” were taken by the employer to prevent harassment occurring.

Ø      Lack of awareness that an employee or agent sexually harassed another will not discharge an employer’s vicarious liability.

Vicarious liability is an employer’s legal responsibility for wrongs committed by employees in the course of work.

WHAT ARE EMPLOYEES’ RESPONSIBILITIES?

Ø      Employees should be aware of and understand both their rights and their responsibilities.  This means they should also be aware of, and comfortable with, all available avenues for complaint and support.

Ø      An employee must not engage in any act of victimisation.

Ø      An employee must not cause, instruct, induce, aid or permit another person to commit an act of sexual harassment.

All staff have a responsibility to:

Ø      comply with the organisation’s sexual harassment policy;

Ø      offer support to anyone who is being harassed and let them know where they can get help and advice (they should not, however, approach the harasser themselves);

Ø      maintain complete confidentiality if they provide information during the investigation of a complaint.  Staff should be warned that spreading gossip or rumours may expose them to a defamation action.

WHAT ARE EMPLOYERS’ RESPONSIBILITIES?

Every employer, regardless of business size, is legally required to take all reasonable steps to prevent sexual harassment if they wish to avoid liability.

Ø      There is no exemption in the Sex Discrimination Act for small business.  Employers in all small businesses, whatever the size, will be vicariously liable for acts of sexual harassment committed by employees unless all reasonable steps were taken to prevent it occurring.

Ø      Allowing sexual harassment to remain unchecked can expose employers to the cost, inconvenience and damaging publicity of legal proceedings and compensation claims.

Ø      Employers are not only liable for their own acts of sexual harassment.  They can also be held legally responsible for sexual harassment by their employees unless all reasonable precautions were taken.  It is the employer’s responsibility to prove that all reasonable steps were taken.  Employers must actively implement precautionary measures to minimise the risk of sexual harassment occurring.

Ø      It is recommended that employers, including clubs, associations, partnerships, syndicates or other groupings develop and promote a written policy on sexual harassment, which includes both internal and external complaint procedures.  When developing a strategy to address sexual harassment, it is recommended that employers consult with relevant parties including staff, unions, employer organisation's, industry and professional associations, the Human Rights and Equal Opportunity Commission and/or State and Territory anti-discrimination agencies.

WHAT CAN YOU DO IF YOU ARE BEING HARASSED?

Ø      Do not ignore the harassment (ignoring the behaviour could be taken as tacit consent);

Ø      Inform the offender that the behaviour is offensive, unacceptable and against Board policy; and

Ø      Seek assistance in having the behaviour stopped.  This may include making a report or a complaint.

HOW TO MAKE A COMPLAINT

Seek a complaint channel that you both trust and feel comfortable with.  First consult your employer’s harassment policy procedures and investigate internal complaint channels.  External complaint channels in each state include:

WHAT WILL HAPPEN IF YOU MAKE A COMPLAINT OR REPORT?

Any complaints or reports of harassment will be treated quickly, seriously and sympathetically.  They will be investigated thoroughly, impartially and confidentially.  Managers, stewards, supervisors and the Harassment Contact Officer must act immediately on any reports of harassment.  Staff and/or Industry participants will not be disadvantaged in their employment conditions or opportunities as a result of lodging a complaint.

  WHAT WILL HAPPEN TO THE PERSON AGAINST WHOM YOU HAVE MADE A COMPLAINT.

Appropriate action where necessary will be taken against anyone including staff or an independent contractor who is found to have sexually harassed a co-worker, or any other person during the course of their employment or contract.

 

WHO YOU CAN CONTACT?

  NEW SOUTH WALES

GRA (NSW)

PO Box 138

Lidcombe.   2141

Phone:    (02) 9643 3100

Fax:        (02) 9749 5235

 

ANTI-DISCRIMINATION BOARD

 

The Anti-Discrimination Board can provide information and confidential counselling service.

Toll Free          1800 670 812

Sydney (02) 9268 5555

 

OTHER CONTACTS

Child Abuse Line                                              1800 066777

Child Protection & Family Crisis Service        132111

Department of Women                                     (02) 9287 1860 or

   www.women.nsw.gov.au

Human Rights & Equal

Opportunity Commission                                 1300 656 419 or 1300 363 992

Domestic Violence Counselling and Advice  1800 656 463

Rape Crisis Centre                                           (02) 9819 6565

Sexual Abuse Helpline                                     131200

Sydney Sexual Health Centre                          (02) 9382 7440 or 1800 451 624

Victims of Crime                                               1800 819 816

Women’s Gateway                                            www.womens.gateway.nsw.gov.au

Women’s Information & Referral Service     1800 817 227

In addition to the contact details listed for each state, the Human Rights And Equal Opportunity commission can be contacted at any time for assistance.

HUMAN RIGHTS & EQUAL OPPORTUNITY COMMISSION

GPO Box 5218
SYDNEY NSW 1042
Telephone: (02) 9284 9600
Facsimile: (02) 9284 9611
Complaints Infoline: 1300 656 419
Email: complaintsinfo@hreoc.gov.au

 

QUEENSLAND

Greyhound Racing Authority of Qld

P.O. Box 250

ALBION 4010

Ph (07) 3262 7800

Fax (07) 3262 7809

ANTI-DISCRIMINATION COMMISSION - QUEENSLAND
Statewide Toll Free: 1300 130 670

The Anti-Discrimination Commission can provide information and confidential advice on anti-discrimination matters. 

BRISBANE 
Level 1 First Floor,
189 Coronation Drive
Milton Qld 4001
Fax: 07 3247 0960                

ROCKHAMPTON
State Government Centre
209 Bolsover Street
PO Box 1390
Rockhampton Qld 4700
Fax: 07 4922 6772

TOWNSVILLE
Level 2, St James Place
155-157 Denham Street
Townsville Qld 4810
Fax: 07 4772 7087                

CAIRNS
McLeod Chambers
78 Spence Street
PO Box 4699
Cairns Qld 4870
Fax: 07 4031 9974

STATE WIDE SEXUAL ASSAULT HELPLINE
(Royal Brisbane Hospital)
Telephone: 1800 010 120 or (07) 3636 5206
Facsimile: (07) 3636 5356

WOMEN'S INFOLINK
PO Box 185,
ALBERT STREET BRISBANE QLD 4002
Freecall Telephone- Brisbane and Queensland wide: 1800 177 577 

 

VICTORIA

Greyhound Racing Victoria

46-50 Chetwynd Street

WEST MELBOURNE 3003

(Main) 8329 1100

(Fax) 8329 1000

For union members who wish to seek Union assistance
Australian Workers' Union Media, Entertainment & Arts Alliance
685 Spencer Street 221 Queen Street
West Melbourne Vic 3003 Melbourne Vic 3000
Phone: (03) 9329 8733 Phone: (03) 9691 7100

For enquiries and lodgement of complaints
Victorian Equal Opportunity Commission
Level 3, 
380 Lonsdale Street
Melbourne Vic 3000
Free call: 1800 134 142
Phone: (03) 9281 7111

Human Rights and Equal Opportunity Commission (Federal)
133 Castlereagh Street
Sydney NSW 2000
Phone: 1300 656 419

 

SOUTH AUSTRALIA

Greyhound Racing South Australia

P.O. Box 2352

REGENCY PARK  5942

Ph: (08) 8268 1211

Fax: (08) 8268 2870

EQUAL OPPORTUNITY COMMISSION

OFFICE OF THE COMMISSIONER FOR EQUAL OPPORTUNITY)

45 Pirie St Adelaide 5000 (08) 8207 1977

TTY (Deaf & Hearing Impaired) 08) 8207 1911

FREECALL 1800 188 163

Email eoc@agd.sa.gov.au

Internet www.eoc.sa.gov.au

 

Human Rights & Equal Opportunity Commission

See Equal Opportunity Commission) Adelaide 5000(08) 8226 5660

 

HUMAN RIGHTS & EQUAL OPPORTUNITY COMMISSION (FEDERAL)

Islander Social Justice, Disability Discrimination, Human Rights,

Race Discrimination and Sex Discrimination Commissioners

133 Castlereagh St Sydney 2000 (02) 9284 9600

Complaints Infoline 1300 656 419

General Enquiries & Publications 1300 369 711

Teletypewriter 1800 620 241

Internet www.humanrights.gov.au

 

WESTERN AUSTRALIA

  Greyhounds Western Australia

P.O. Box 6

CANNINGTON  6987

Ph: (08) 9458 4600

Fax: (08) 9458 1740

  EQUAL OPPORTUNITY COMMISSION
General Inquiries Phone: (08) 9216 3900
Discrimination Inquiries Phone: (08) 9216 3934

HUMAN RIGHTS & EQUAL OPPORTUNITIES COMMISSION (FEDERAL)
General Inquiries Phone: 1300 369 711
Complaints Infoline Phone: 1300 656 419

 

NORTHERN TERRITORY

Acting Deputy Director/Manager Racing

GPO Box 1154

DARWIN  NT  0801

Ph (08) 8999 1329

Fax (08) 8999 1888

HUMAN RIGHTS & EQUAL OPPORTUNITY COMMISSION (FEDERAL)

Islander Social Justice, Disability Discrimination, Human Rights,

Race Discrimination and Sex Discrimination Commissioners

133 Castlereagh St Sydney 2000 (02) 9284 9600

Complaints Infoline 1300 656 419

General Enquiries & Publications 1300 369 711

Teletypewriter 1800 620 241

Internet www.humanrights.gov.au

 

TASMANIA

  Racing Services Tasmania

P.O. Box 1329

LAUNCESTON  7250

Phone (03) 6336 2450

Fax  (03) 6336 2966

 

HUMAN RIGHTS & EQUAL OPPORTUNITY COMMISSION (FEDERAL)

Islander Social Justice, Disability Discrimination, Human Rights,

Race Discrimination and Sex Discrimination Commissioners

133 Castlereagh St Sydney 2000  (02) 9284 9600

Complaints Infoline  1300 656 419

General Enquiries & Publications 1300 369 711

Teletypewriter 1800 620 241

Internet www.humanrights.gov.au

 

ACT

A.C.T. Greyhound Racing

General Enquiries:

Canberra Greyhound Racing Club Inc.

PO Box 647

Fyshwick A.C.T. 2609

Phone: 62 95 3554

Fax:     62 39 6136

Confidential Enquiries:

Ken Hutchinson  62 95 3554  or 0414 263 142

Keith Webb  62 657845

Stewards

 

ANTI-DISCRIMINATION BOARD

The Anti-Discrimination Board can provide information and confidential counselling

service.

Toll Free 1800 670 812

Sydney (02) 9268 5544

Wollongong       4224 9960

 

OTHER CONTACTS

Kids Help Line  1 800 551 800

Lifeline  131 114

Child Protection & Family Crisis Service 132111

Police   11444

Human Rights & Equal Opportunity Commission  62 07 0576

Domestic Violence Crisis Service  6280 0900

Rape Crisis Centre  6247 2525 ( 24 hour service )

Sexual Abuse Helpline 131200

Victims of Crime 6295 9600

Women’s Information & Referral Service 62 05 1075

A.C.T. Gambling & Racing Commission   62 07 0359

Sexual Assault Team    62 56  7777

 

 

 

This Web Page is National Harassment Policy