Status and Details

This page contains information about the status, approval and a summary of the changes from the previous version of the document. Please note that the Unit Head listed on this page is the current owner of this policy and may not reflect the University position/staff member who owned this policy at the time of publication.

Sexual Harassment Prevention Policy

Show Field Notes

Status	Historic	Indicates if this version of the document is in effect (Current), yet to come into effect (Future), or expired (Historic).
Effective Date	25th September 2012	This is the date on which this version of the document came into effect.
Review Date	25th May 2015	The next review of this document is scheduled to commence on this date.
Approval Authority	Vice-Chancellor and President	The noted authority approved this is version of the document.
Approval Date	24th September 2012	This is the date on which this version of the document was approved by the authorised authority.
Expiry Date	8th September 2015	This is the date on which this version expires. It may still apply, conditionally, after this date.
Unit Head	Michelle Falconer Director, Equity, Diversity and Wellbeing 96787370	This is the officer generally responsible for day to day administrative matters.
Author	Diane Le Huray	This is the author of record for this version of the document.
Enquiries Contact	Michelle Falconer Director, Equity, Diversity and Wellbeing 96787370	General enquiries should be directed to the officer/area listed.

Summary of Changes from Previous Version

This version of the policy contains changes from the current version, reflecting amendments to the Sex Discrimination Act 1984 enacted in the Sex and Age Discrimination Amendment Act 2011.

The first change is that the standard of what constitutes sexual harassment has been broadened so that conduct will be considered sexual harassment if a reasonable person would have anticipated "the possibility" that the person would be offended, humiliated or intimidated. (Clause 5)

The second change is that employers now have an obligation to protect employees from sexual harassment in a broader range of workplace contexts, including harassment by customers, clients and people employed by other organisations.(Clause 3)

The Amendment Act also includes a specific prohibition of sexual harassment through new technologies (e.g. over the internet or through social media or texting).( Clause 4)

In Clause 15 responsibilites of staff and students have been detailed more clearly to include an obligation to report incidences of sexual harassment witnessed.

There is also some minor rephrasing and rewording in some sections to improve clarity.

Clauses Amended

Policy: 3, 4, 5, 7

Procedure: 15