1. Kaimhai and ākonga are expected to behave towards all people in a manner that is respectful and that fosters a harassment and bullying free environment. Please refer to the guidelines for definitions and examples of types of behaviours considered to be harassment and bullying.
2. Harassment or bullying by electronic means is prohibited. This includes sending, viewing, writing, drawing, taking, displaying, printing, or downloading objectionable material via physical and/or electronic media (e.g., computer, PDA, and phone text or pixt, still or video camera).
3. No material of a sexual or other discriminatory nature is to be used or displayed at Otago Polytechnic unless such display is necessary for legitimate teaching or approved research purposes and is approved in advance by Senior Leaders .
4. No kaimahi or ākonga shall harass or bully another Proven harassment or bullying constitutes misconduct or serious misconduct and accordingly:
4.1 Kaimahi who are found to have harassed or bullied another, or behaved contrary to this policy, may be disciplined and/or dismissed from employment.
4.2 Ākonga who are found to have harassed or bullied another, or behaved contrary to this policy, may be reprimanded, fined, suspended or expelled from the course in which they are enrolled.
5. All reasonable steps will be taken to prevent harassment or bullying of staff and learners by persons outside Otago Polytechnic (e.g., when on work placement), and any such allegations of bullying or harassment that occur outside of Otago Polytechnic will be dealt with.
6. With regard to kaimahi, it is the responsibility of leaders to model appropriate behaviour and to monitor the workplace and intervene in any inappropriate behaviour, or potential harassment or bullying situation of which they become aware.
7. Kaimahi may raise an issue directly with their manager or should that not be a feasible course of action due to either formal leader involvement in the issue or lack of support, the staff member may raise concerns with any Senior Leader, or the People and Culture team.
8. With regard to ākonga, it is the responsibility of lecturers to implement this policy by modelling appropriate behaviour, monitoring ākonga behaviour, and reporting any inappropriate behaviour or potential harassment or bullying situation of which they become aware to the appropriate Senior Leader.
9. The Senior Leader, in consultation with People, Culture and Wellbeing, will determine what steps to take in response to any concerns or complaints made that allege bullying or harassment involving a staff member.
10. The Te Kāhāpai will determine what steps to take in response to any concerns or complaints made that alleged bullying or harassment involving ākonga.
11. Any kaimahi or ākonga who raises a concern under this policy is assured that their complaint will be taken seriously, treated with an appropriate level of confidentiality, and investigated quickly and fairly.
12. Individuals who make a complaint about harassment and/or bullying of a serious nature can claim protection under the Protected Disclosures Act 2000 and the Protected Disclosures (Whistleblowing) policy and procedure.