EIK SERVERING AS
POLICY TO PREVENT SEXUAL HARASSMENT IN THE WORKPLACE

1 INTRODUCTION

At Eik Servering AS ("Eik" or "Group") we are committed to providing a safe environment for all our employees free from discrimination in any form and from harassment at work including sexual harassment. Eik has a zero- tolerance policy for any forms of sexual harassment in the workplace from its employees, customers or guests.

Eik will treat all incidents seriously and promptly investigate all allegations of sexual harassment. All complaints of sexual harassment will be taken seriously and treated with respect and in confidence. No one will be victimised for making such a complaint.

Anyone, including employees, customers, guests or visitors who sexually harasses another will be reprimanded. Employees found to have sexually harassed another will face disciplinary action, up to and including dismissal from employment. Sexual assault will always be reported to the police.

Eik expects its employees to speak up when these rules are violated. Reports is to be submitted and handled in accordance with Eiks Whistleblowing policy.

If any employee experience unpleasant situations with a guest, colleague or others, the manager shall be notified as soon as possible. Managers have an active duty to act when informed about breaches of this policy and is to take immediate steps to the benefit of and to protect our employees.

2 WHAT IS HARASSMENT AND SEXUAL HARASSMENT?

Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s employment, as well as situations which create an environment which is hostile, intimidating or humiliating for the recipient. Sexual harassment can involve one or more incidents and actions constituting harassment may be physical, verbal and non-verbal.

Examples of conduct or behaviour which constitute sexual harassment include, but are not limited to: Physical conduct

  • Unwelcome physical contact including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching

  • Physical violence, including sexual assault

  • The use of job-related threats or rewards to solicit sexual favours

    Verbal conduct

  • Comments on a worker’s appearance/ body, age, private life, etc.

  • Negative or sexualized nicknames

  • Sexual comments, stories and jokes

  • Sexual advances

  • Repeated and unwanted social invitations for dates or physical intimacy

  • Insults based on the sex of the worker

  • Condescending or paternalistic remarks

  • Sending of nude photos and porn

    Anyone can be a victim of sexual harassment, regardless of their sex and of the sex of the harasser. What matters is that the sexual conduct is unwanted and unwelcome by the person against whom the conduct is directed.

    Eik recognises that sexual harassment is a manifestation of power relationships and often occurs within unequal relationships in the workplace, for example between manager or supervisor and employee. All sexual harassment is prohibited whether it takes place at the workplace or outside, including at social events, business trips, training sessions or conferences sponsored by Eik.

    Anyone, including employees of Eik, clients, customers, casual workers, contractors or visitors who sexually harasses another will be reprimanded in accordance with this policy. The nature of the sanctions will depend on the gravity and extent of the harassment, up to and including dismissal from employment. Suitable deterrent sanctions will be applied to ensure that incidents of sexual harassment are not treated as trivial.

    Eik recognizes that sexual harassment frequently occurs in relation with third parties, including with guests and customers, and especially in the restaurant business. Eik is committed to ensuring the well-being of its employees and has a zero tolerance of sexual harassment from third parties. Eik will take appropriate measures against guests and customers who violates this policy, including and depending on gravity, displacement and temporary and permanent banishment. Serious breaches and sexual assault will always be reported to the police.

3 IMPLEMENTATION AND MONITORING

Eik will ensure that this policy is widely disseminated to all relevant persons. It will be included in the staff handbook. All new employees must be trained on the content of this policy as part of their induction into the company.

Every year, Eik will require all employees to attend a refresher training course on the content of this policy. It is the responsibility of every manager to ensure that all his/her employees are aware of the policy.

Eik recognises the importance of monitoring this sexual harassment policy. Supervisors, managers and those responsible for dealing with sexual harassment cases is to monitor its effectiveness and will report on compliance with this policy, including the number of incidents, how they were dealt with, and any recommendations made. This will be done on a yearly basis. As a result of such monitoring, the company will evaluate the effectiveness of this policy and make any changes needed.