电工113区不允许任何形式的性骚扰. Sexual harassment is unlawful and exposes our Local Union and any individuals involved in such conduct to significant legal liability. 地方工会希望它的雇员和会员能够相互对待, 公众人士, 供应商, 与尊重和尊严的gpk电子游戏平台. Sexual harassment not only hurts the victim, but it also erodes union solidarity. 的 Local Union is therefore committed to the vigorous enforcement of this policy against sexual harassment. 地方工会职员如果有性骚扰行为，将受到处罚. 地方工会成员的性骚扰是不可接受的.
- 不受欢迎的 requests to engage in sexual conduct; and
- submission to such conduct is made explicitly or implicitly a term or condition of obtaining or continuing an employment or membership benefit;
- submission to or rejection of such conduct by an individual is the basis for employment or membership decisions adversely affecting such individual; or
- such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, 敌意或攻击性的工作环境.
Sexual harassment may include intentional physical conduct that is sexual in nature, 如接触, 捏, patting; non-physical conduct, such as staring in a suggestive manner; sexually-oriented gestures, 噪音, 讲话, 笑话, 或者对一个人的性取向的评论, 性经验, or appearance; and displaying pictures, 海报, 日历, 涂鸦, 对象, 阅读材料, 或者其他带有性暗示的材料, 性的, 或色情.
It is strongly recommended that the victim of sexual harassment immediately and clearly tell his or her harasser that the conduct is inappropriate, 不受欢迎的, 而且应该停止——这可能会结束这种骚扰. 此外，受害人应报告骚扰情况如下.
Any individual accused of sexual harassment should not play any role in administering or making decisions under this policy.
I. 〇地方工会职员 当地的工会员工, 包括任何目击性骚扰的主管, 是否应该向当地工会业务经理投诉性骚扰, or, 如果投诉是针对业务经理的, 当地工会主席或执行委员会成员. 投诉可以口头或书面提出. Sexual harassment complaints will be promptly and thoroughly investigated by 业务经理, 执行委员会, 或者是其中一个指定的人, 然后就能确定事实了. Complaints and information obtained during the course of the investigation shall be kept confidential, except to the extent disclosure is necessary to investigate and resolve the complaint, or as necessary to respond to claims in a legal proceeding before a court or an administrative agency. 调查后, 任何当地工会官员, 员工, or member found to have committed sexual harassment will be reprimanded and/or disciplined. In addition to discipline, the offender may be required to attend sexual harassment training. 的 nature of the reprimand and/or discipline imposed will depend on the nature and severity of the misconduct, 可能包括解雇员工.
II. 当地的工会成员 -地方工会成员可能在工作中遭遇性骚扰, 在JATC的培训, 或在地方工会活动期间. 的 options available to a member for seeking help depend upon where the harassment occurs.
A. 工作中的性骚扰: 的 雇主 is legally responsible for providing a workplace free of sexual (and other) harassment. If sexual harassment is encountered on the job, a remedy should be pursued from the 雇主.
1. 通知用人单位 – 的 员工 should find out if the 雇主 has a policy against sexual harassment, 如果是这样, 获取策略副本. 如果策略包含投诉处理, the 员工 should follow that process to report the harassment to the 雇主. 如果雇主有骚扰投诉程序, failure to inform the 雇主 about the harassment may result in a waiver of any legal right the 员工 may have to seek damages resulting from the harassment. 即使雇主没有一个正式的投诉程序, the 员工 should advise his or her supervisor or other 雇主 representative of the harassment.
2. 通知工作管事或其他当地工会代表 – 的 员工 may either ask the job steward to try to resolve the problem informally, 或者，雇员可以对雇主提出申诉, 如果合适的话.
3. 学徒 – 通知JATC 学徒在工作中遭遇性骚扰, 除了通知雇主和工作专员, 是否应通知JATC主任. JATC主任, 根据反性骚扰委员会的政策, should ensure that the 雇主 takes appropriate action to address the apprentice’s sexual harassment claims.
B. JATC培训期间的性骚扰: Apprentices and other Local Union members may encounter sexual harassment 在JATC的培训. Complaints of sexual harassment at JATC facilities should be made to the JATC director or, if another representative has been appointed to receive sexual harassment complaints, 骚扰应报告给指定的个人. 有关其他指导，请参阅JATC针对性骚扰的政策.
C. 地方工会活动期间的性骚扰: 在地方工会活动期间，会员可能会遭遇性骚扰, 比如会员会议或社交活动.
(a)寻求骚扰的非正式解决办法, 通过向业务经理报告骚扰事件, or, 如果投诉是针对业务经理的, 当地工会主席或执行委员会成员. 在这种情况下, 业务经理, 或执行委员会, 或者是其中一个指定的人, 是否会迅速彻底调查性骚扰投诉, 并对事实做出判断. 的 complaint and information obtained during the course of the investigation shall be kept confidential except to the extent disclosure is necessary to investigate and seek to resolve the complaint or as necessary to respond to claims in a legal proceeding before a court or an administrative agency. 如果发现有性骚扰发生, 业务经理, 执行委员会, or other designated agent shall take appropriate steps to stop the harassment and will report to the victim the steps that have been taken; or
(b) File internal union charges against the harasser under IBEW Constitution Article XXV, 声称违反了这项政策, 遵循第二十五条规定的程序和期限.
2. 如果被指控的骚扰者是当地工会的雇员, 受害人应向业务经理报告骚扰情况, or, 如果投诉是针对业务经理的, 当地工会主席或执行委员会成员. 在这种情况下, 业务经理或执行委员会, 或者是其中一个指定的人, 是否会迅速彻底调查性骚扰投诉, 并对事实做出判断. 的 complaint and information obtained during the course of the investigation shall be kept confidential except to the extent disclosure is necessary to investigate and resolve the complaint or as necessary to respond to claims in a legal proceeding before a court or an administrative agency. 如果经过调查, 一名当地工会雇员被发现有性骚扰行为, 他或她将受到训斥和/或纪律处分. In addition to discipline, the offender may be required to attend sexual harassment training. 的 nature of the reprimand and/or discipline imposed will depend on the nature and severity of the misconduct.
Retaliation against Local Union members or 员工s who have reported or cooperated in an investigation of alleged sexual harassment is strictly forbidden. Retaliation in violation of this policy by a Local Union 员工 may result in discipline up to, 并包括放电. Retaliation in violation of this policy by a Local Union officer or member may result in discipline pursuant to internal union charges. All individuals involved in the investigation of a complaint must be treated in a professional and respectful manner.
该政策已被IBEW Local 113采用
IBEW Local 113 recognizes its legal obligation to represent all 员工s in a collective bargaining unit in their employment relationship, 无论他们是否是地方工会成员, and will vigorously represent all bargaining unit members who encounter sexual harassment at their workplace, 不论他们是否是当地工会成员.