The day started with a budget review for the expansion project, followed by a verbal up-date from Lisa Grannis, Manager Employee Relations. The up-date covered industrial, anti-discrimination and occupational health and safety laws relevant to Chick-On The Run operations. With the expansion project at a crucial stage the Store Managers took a decision to hold off on up-dating EO policies and retraining staff. Plus, four of the six Store Managers were not convinced there was a need to move beyond the sexual harassment policy to cover other forms of harassment and bullying.

Glenn - “Seriously, we all agree we need the sexual harassment policy, but the rest of it is common sense, you don’t give someone a hard time for being disabled or pregnant – and don’t look at me like that Lisa, I’m not suggesting it’s the same thing”

John - “I agree, I think it’s unnecessary, policy for the sake of policy. Now there wouldn’t be a vested interested in this proposal would there Lisa? Have people been giving you a hard time about planning to go on maternity leave for the second time?

George – “Ha - I reckon it’s a conflict of interest boys! One for the girls by the girls.”

Wal - “We don’t need any more policies; give our people credit for common sense. My staff automatically support and sympathise when a staff member is pregnant, and they help out when she starts to stack on the weight and gets tired on her feet.”

George “And forgets things – hey Lisa it’s my birthday today! why wasn’t there the standard cake at morning tea?”

The 12 Trainees later arrived and met with the Store Managers, Lisa and executive staff, for lunch to discuss their progress and future store location preferences. When talking between themselves prior to lunch, the Store Managers agreed that the Manager roles in the 4 regional outlets would be best filled by men due to the environment and evening work. There was no discussion of individual Trainees.

Proceed to Issue 1 - Things that could be going wrong
or
Back to Sex Based Harassment Solution Home