Bullying and Harrassment

Bullying and Harrassment

GlobalNet Academy supports the rights of all people to work and train in an environment free from harassment. We consider all forms of discrimination and sexual harassment unacceptable.  All people engaged with GlobalNet Academy are required to adhere to this policy.

GlobalNet Academy is committed to ensuring that the Anti-Discrimination Act 1998 (TAS) and other legislation relating to discrimination and harassment effective within the organisation and issues relating to discrimination and harassment are dealt with speedily, sensitively, equitably, confidentially and according to proper process.

Discrimination and harassment can have a tremendous negative effect on a person’s physical, psychological and emotional wellbeing.  As such, immediate disciplinary action will be taken against any person who is proven to have discriminated or sexually harassed another individual whilst under the employ or engagement of GlobalNet Academy.  This includes any student attending a GlobalNet course.

Depending on the circumstances, disciplinary action may involve a warning, counselling, demotion or dismissal from work or engagement.  For a student, it may include expulsion from a course.  It is the responsibility of the CEO, in cooperation with staff, contractors and students to:

  • take all reasonable steps to ensure individuals are not subject to harassment or discrimination.
  • To promote a safe and respectful environment

Notwithstanding the above, incidents may occur which require action.  When action is required, the GlobalNet will adopt the following principles:

  • The application of natural justice
  • A rapid response;
  • An assurance of confidentiality for all parties;
  • The encouragement of and assistance in a self-help approach to resolution
  • The respectful dealing of both complainant and respondent including a presumption of innocence until proven guilty
  • An emphasis on an educative, non-punitive approach;
  • Provision of information to all parties in relation to their rights and obligations;
  • The empowerment of the individual who has been proven to be the subject of discrimination or harassment
  • Monitoring of any resolution agreement to ensure that:
    • the complainant is not further disadvantaged; and
    • Assurance that the respondent has been respectfully and justly dealt with.