DISCLAIMER & LIABILITY AS WELL POLICIES OF D&S PROP

PUBLISHED 27 JUN 2018   

DISCLAIMER & LIABILITY (DSPPOL1005)
1. Disclaimer & Liability
Please read these terms and conditions of use carefully before using this website.
By using this site and premises, you signify your consent to these terms of use. If you do not agree to these terms of use, you may not use the website and/or business premises.
2. Your use of the website:
You agree that your use of this website is for lawful purposes only. You agree that you will not use this website for any unlawful purpose, including committing a criminal offence, gaining unauthorized access to other computer systems, or transmitting unlawful material.
3. General disclaimer
You agree to access and use this site entirely at your own risk. Please read the Exclusion of Liability clauses below.
4. Terms and Conditions of Use
Your use of this website is subject to the following terms and conditions that Dick & Sue Properties may revise at any time, with the revised terms taking effect as of the date of its posting and governing all subsequent visits to this website after such date. The user is bound by such revisions and should therefore periodically visit this page.
Use of Proprietary Information on this Website
No information or data constitutes an offer to do business.
Proprietary information on this website may be downloaded or printed for your own non-commercial, educational, private, or domestic use only, provided you do not delete or change any copyright, trademark, or other proprietary notices, or distort or otherwise modify the proprietary information in a manner that may be prejudicial to Dick & Sue Properties.
All rights not expressly granted in terms of these terms of use are reserved. Any unauthorized use of Dick & Sue Properties proprietary information by you may violate copyright laws, trademark laws and other regulations and statutes.
5. Your Submissions or Communications and Privacy
Any communication or material you transmit to the website by electronic mail or otherwise, including, but not limited to, any data, questions or answers, comments, suggestions, or the like, will be treated as non-confidential and non-proprietary.
6. Trademark Notice
The trademarks that appear on this site are registered and unregistered trademarks of Dick & Sue Properties or its affiliates or are licensed to Dick & Sue Properties by third parties. Nothing contained on the website should be construed as granting, by implication, estoppel, or otherwise, any license or right to use any trade mark displayed on this website without the written permission of Dick & Sue Properties or third party who owns the trademark.
7. Copyright Notice
All contents of this Dick & Sue Properties website are subject to copyright protection and reproduction of the content, or any part thereof, is prohibited without prior consent from Dick & Sue Properties.
8. External links and advertising
Any third party wishing to link to this website from their website must obtain permission from Dick & Sue Properties by directing such request to Dick & Sue Properties and permission may be granted on terms and conditions agreed. The Dick & Sue Properties website may contain links to other web sites (“Linked Sites”). The Linked Sites are not under the control of Dick & Sue Properties and Dick & Sue Properties is not responsible for the contents of any
Linked Site, including without limitation any link contained in a Linked Site, or any changes or updates to a Linked Site. Dick & Sue Properties is not responsible for webcasting or any other form of transmission received from any Linked Site. Dick & Sue Properties is providing these links to you only as a convenience, and the inclusion of any Linked Site does not imply endorsement by Dick & Sue Properties of the site or any association with its operators and should not be construed as constituting any relationship or endorsement of the Linked Site and reliance on all information provided by the external Linked Site is done so at your own risk.
9. Exclusion of Liability
The use of this website is at the user’s own risk.
Under no circumstances whatsoever shall Dick & Sue Properties be liable for any loss arising out of, or in connection with, the use of information available from this website whether direct or indirect including, without limitation, any liability relating to any loss of use, interruption of business, lost profits, or lost data, or incidental, special, or consequential damages of any kind.
The information on this site is intended for general information purposes only and is not intended to serve as financial or other advice.
Whilst Dick & Sue Properties endeavors to ensure that the information on this site is accurate and complete, Dick & Sue Properties makes no warranties about the accuracy, reliability, completeness or timeliness of the proprietary information, software text, graphics, and links, or about results to be obtained from using the website.
10. Materials provided to Dick & Sue Properties or posted at any Dick & Sue Properties website
Dick & Sue Properties does not claim ownership of the materials you provide to Dick & Sue Properties (including feedback and suggestions) or post, upload, input or submit to any Dick & Sue Properties website or its associated services (collectively “Submissions”). However, by posting, uploading, inputting, providing or submitting your Submission you are granting Dick & Sue Properties, its affiliated companies and necessary sub licensees permission to use your Submission in connection with the operation of their internet businesses including, without limitation, the rights to: copy, distribute, transmit, publicly display, publicly perform, reproduce, edit, translate and reformat your Submission; and to publish your name in connection with your Submission.
No compensation will be paid with respect to the use of your Submission, as provided herein. Dick & Sue Properties is under no obligation to post or use any Submission you may provide and may remove any Submission at any time in Dick & Sue Properties sole discretion.
By posting, uploading, inputting, providing, or submitting your Submission you warrant and represent that you own or otherwise control all the rights to your Submission as described in this section including, without limitation, all the rights necessary for you to provide, post, upload, input or submit the Submissions.
11. Dick & Sue Properties Liability
Dick & Sue Properties and/or the Owner, Director, Employees and/or Agents dependent and Independent cannot be held Liable for any information posted on the website and/or in any advertisement might such advertisement be documentary and/or verbal. By using the service of Dick & Sue Properties and/or by accessing the website and or related sites and/or their office you do so entirely at your own risk and by your own virtue. Dick & Sue Properties the Owner/Director, Employees and/or Agents dependent and Independent accepts no responsibility for any reason whatsoever that may have negative impact on any member of society.
12. Entire Agreement
These terms and conditions of use constitute the entire agreement between Dick & Sue Properties and the user of this website and/or premises. Any failure by Dick & Sue Properties to exercise or enforce any right or provision of these terms and conditions of use shall in no way constitute a waiver of such right or provision meant even in the broadest term.
13. Enforceability
If any of the foregoing is not fully enforceable for any reason, the remainder shall nonetheless continue to apply.
14. Jurisdiction
These terms and conditions shall be governed by, and construed in accordance with, the laws of the Republic of South Africa without giving effect to any principles of conflict of law. You hereby consent to the exclusive jurisdiction of the High Court of South Africa in respect of any disputes arising in connection with your use of this website, or these terms and conditions or any matter related to, or in connection therewith.
Discrimination Policy (DSPPOL1002)
1. OBJECTIVES OF THE POLICY
The objectives of this policy and the procedures detailed herein, are:
1.1 To prohibit the different manifestations of unfair discrimination, based on, but not limited to, race, gender identity, sexual orientation, nationality, conscience and beliefs.
1.2 To prevent and eliminate any conduct of unfair discrimination by any employees and/or agents acting on behalf but entirely independent form Dick and Sue Properties, which may undermine her or his human dignity.
1.3 To establish appropriate and accessible interventions for employees and/or agents to address allegations of unfair discrimination.
2. DEFINITIONS
2.1 Alternative dispute resolution procedures refer to procedures for settling disputes by means other than formal processes, which usually includes conciliation, mediation, and arbitration.
2.2 Bullying is a form of unfair discrimination. In its simpler manifestation, it involves the chronic abuse of an individual by another person. This abuse can take the form of insults, interference, intimidation, undermining, withholding resources, social exclusion, harassment, abuse of power or any other behavior intended to make the victim feel unwelcome.
2.3 For the purpose of this policy, unfair discrimination means “any distinction, exclusion, restriction or preference, which has the purpose or effect of nullifying or impairing the recognition, enjoyment or exercise, on an equal footing of human rights and fundamental freedoms in the political, economic, social, cultural, or any other field of public life”.
2.4 Direct unfair discrimination is an overt act of discrimination, which occurs when a person is treated less favourably than another person on the basis of any of the grounds listed in Clause 2.3 or any other legally recognized grounds.
2.5 Indirect unfair discrimination occurs when an unreasonable requirement, condition or practice, which appears neutral on the surface, is imposed in order to exclude person/s upon one or more grounds stipulated in Clause 2.3 or any other legally recognized grounds. Such a distinction, exclusion, restriction or preference unfairly discriminates against individuals or groups of individuals.
2.6 Harassment refers to derogatory or unwarranted remarks, ridicule, unwanted physical contact, physical assault or demands for undue favours for personal gratification.
2.7 Victimization occurs when one person subjects another to detriment (or threatens to do so) because she or he has laid, intends to lay, or has helped someone else to lay, a complaint of unfair discrimination on any of the grounds listed in Clause 2.3, or any other legally recognized grounds, or she or he has refused to perform an act which is in
contravention of any policy or legislation, or she or he has provided information about a complaint, i.e. whistle-blowing. It also includes acting to another person?s detriment by agreeing to be a witness in cases related to the contravention of policy or legislation.
2.8 Vilification occurs when a person incites hatred towards, contempt for, or severe ridicule of a person or group of persons on any of the grounds listed in Clause 2.3 or any other legally recognized grounds.
3. PRINCIPLES
3.1 Dick & Sue Properties commit to eradicate all forms of unfair discrimination, including bullying, harassment, victimisation and vilification from its environment, in order to build a socially inclusive and organised workplace
3.2 Allegations of unfair discrimination will be viewed extremely seriously and investigated rigorously and promptly. If such allegations are substantiated, the alleged perpetrator
will face disciplinary action. Unsubstantiated, frivolous or malicious allegations will be viewed in an extremely serious light, and the person making such allegations will also face disciplinary action.
3.3 Dick & Sue Properties commits to provide appropriate support to victims and witnesses of unfair discrimination, including making the necessary resources available to eliminate all forms of unfair discrimination.
3.4 Dick & Sue Properties shall ensure that complaints reported under the policy set out herein are handled in a manner that ensures that the identities of the persons involved are kept confidential. It will also ensure the confidentiality of any disciplinary enquiry processes.
4. RESPONSIBILITIES
4.1 The responsibility to implement this policy and to oversee it lie with the CEO of Dick & Sue Properties.
4.2 All employees and or Agents who acts independently have a fundamental duty to report all acts of unfair discrimination so that the responsible parties can be disciplined appropriately.
6. APPLICATION OF THE POLICY
This policy applies to all employees? permanent and/or fixed term agents dependent and independent.
7. DISCIPLINARY STEPS
7.1 Any parties that make him/her guilty of discrimination will be disciplined in the following manner:
7.1.1 Any allegation of discrimination will be investigated, and all relevant parties will be question.
7.1.2 If any discrimination is proof exist then the alleged offender will be suspended until the finalization of the disciplinary enquiry.
7.1.3 If found guilty during the enquiry then the person responsible for the discrimination will face either summary dismissal for direct discrimination and a final written warning for Indirect discrimination.
7.2 If any party makes a false allegation with said party will be subjected to a disciplinary enquiry and if found guilty will be dismissed.


-Employment Equity Policy- (DSPPOL1001)
1. PURPOSE
The purpose of this policy is to:-
• • establish guidelines for the preparation of a consistent affirmative action- and employment equity plan
• • overcome present discrimination or the present effects of past discrimination against designated groups
• • fully integrate designated groups into the workforce
• • encourage diversity in the workplace based on the principles of equal dignity and respect for all people
2. TARGET GROUP:
This policy applies to all employees of DICK & SUE PROPERTIES as defined hereunder, which includes;
permanent employees, and;
part-time employees
Agents
3. APPLICATION:
This policy covers all employees of the company (as defined in 2 above), divisions, joint ventures or any organisational arrangement in terms of which it is specifically agreed that the Employment Equity Policy will be applied and respected.
4. DEFINITIONS: 4.1 “Black” means African, coloureds and Indians;
4.2 “BEE Suppliers” means suppliers empowered by members of designated groups;
4.3 “Designated group” means black people, women and people with disabilities;
4.4 “Employer” means any person who employs or provides work for any person and remunerates that person;
4.5 “Previously Disadvantaged Communities” means communities which were previously disadvantaged in terms of procurement policies;
4.6 “Workplace” means any premises or place where a person performs work in the course of his employment.
4.7 “DICK & SUE PROPERTIES” means all corporate departments, divisions operating independently, and any organisational arrangement in terms of which it is specifically agreed that the Employment Equity Policy will be applied and respected.
4.8 “Employee” means any person, other than an independent contractor, who works for another person or for the State and who receives, or is entitled to receive, any remuneration; and in any manner assists in carrying on or conducting the business of an employer. For the
purpose of section 6(prohibition of unfair discrimination) of the act, “employee” includes applicants for employment
4.9 “Designated Employer” means any employer who employs 50 or more employees, or an employer who employs less than 50 employees but has a total annual turnover that is equal to or greater than the applicable annual turnover of small businesses in terms of schedule 4 to the Employment Equity Act 55 of 1998; a municipality; an organ of state(with certain exclusions); an employer bound by a collective agreement which appoints it as a designated employer
4.10 “Director General” means the Director-General of the Department of Labour
4.11 “Designated Employees” means black people, women and people with disabilities
4.12 “Black People” is a generic term which means Africans, Coloureds and Indians
5. PRINCIPLES INVOLVED:
The policy has been drafted in accordance with legislative guidelines in terms of the Employment Equity Act (55 of 1998).
• Chapter II: Prohibition of unfair discrimination
• Chapter III: Affirmative Action
5.1 The employer must take steps to promote equal opportunity in the work place by eliminating unfair discrimination in any employment policy or practice;
5.2 No person may unfairly discriminate, directly or indirectly, against an employee, in any employment policy, procedure or practice, on one or more grounds, including race, gender, sex, pregnancy, marital status, family responsibility, ethnic or social origin, colour, sexual orientation, age, disability, religion, HIV status, conscience, belief, political opinion, culture, language and birth;
5.3 It is not unfair discrimination to take affirmative action measures consistent with the purpose of the act, or, to distinguish, exclude or prefer any person on the basis of an inherent requirement of the job;
5.4 Harassment of an employee is a form of unfair discrimination and is prohibited on any one, or a combination of grounds of unfair discrimination listed above;
5.5 The employer will not discriminate unfairly against a person solely on the grounds of that person?s lack of relevant experience
The policy is founded on the following fundamental principles:-
6. POLICY STATEMENT: 6.1 not discriminate unfairly, directly or indirectly, against an employee on the basis of race, colour, religion, sex, pregnancy, marital status, family responsibility, ethnic or social origin, sexual orientation, age, disability, HIV status, conscience, belief, political opinion, culture, language, or birth;
6.2 make every reasonable effort to select employees form applicant pools that represent the employer?s relevant labour market;
6.3 not subject employees to unfair discrimination in terms of compensation, benefits, and/or working conditions;
6.4 implement measures to ensure the fair representation of all designated employees in all occupational categories and levels;
6.5 implement measures to retain and develop people from designated groups and to implement the appropriate training measures;
It is the policy of DICK & SUE PROPERTIES to:-
6.6 identify and eliminate any barriers to employment opportunities for designated groups;
6.7 make reasonable accommodation for designated employees in order to ensure equal opportunities for those employees.
7. IMPLEMENTATION:
7.1 Duty to inform
7.2 Assigned manager
7.3 Responsibility for implementation
DICK & SUE PROPERTIES will display at the workplace where it can be read by employees a notice in the prescribed form, informing them about the provisions of the Act.
DICK & SUE PROPERTIES will make available to its employees a copy of its Employment Equity Plan for copying and consultation.
DICK & SUE PROPERTIES shall assign a member of management to take responsibility for monitoring and implementing an employment equity plan;
DICK & SUE PROPERTIES shall provide the manager with the authority and means to perform his/her functions; and take reasonable steps to ensure that the manager perform his/her functions.
The assignment of responsibility to a manager does not relieve the designated employer of any duty imposed by the act or any other law.
The implementation of the policy outlined above will take place through the executive in charge of the division, subsidiary company or joint venture, in accordance with the authorities revered to above.
Implementation of this policy will be the subject of annual audits by the internal and external auditors and the Human Resources Audit.
The responsibility for implementing the Employment Equity plan rests with the CEO of DICK & SUE PROPERTIES.
7.4 Identifying problem areas
7.5 Procedure
DICK & SUE PROPERTIES will collect information and conduct an analysis of its employment policies, practices, procedures and the working environment in order to identify employment barriers which adversely affect people from designated groups.
This analysis must include a profile of the employer?s workforce within each occupational category and level in order to determine the degree of under representation of people from designated groups in various occupational categories and levels in that employer?s workforce.
If an employee believes that he or she has been subjected to unfair discrimination, he or she should bring the matter to the attention of the assigned Employment Equity manager.
8. AUTHORISATION:
This policy has been drafted by the Human Resources Department and approved by the CEO under signature. Any alterations or amendments hereto must follow the same process.


RACE POLICY (DSPPOL1003)
1. The purpose of the policy
The policy seeks to inform Dick & Sue Properties approach to:
1.1 Race and racism in South Africa;
1.2 Related policies and procedures that seek the achievement of equity in all aspects of life;
1.3 Enhancing social integration in the workplace;
2. Application:
This policy is intended and must be observed by all Employees permanent and/or fixed term, Agents dependent and/or independent.
3. The scope of the policy
All as per section 2 above and/or clients/customer/users and/or third parties are subject to this policy and must observe and comply with it.
Violation of this policy, either through commission or omission, and failure of supervisory or managerial employees to observe and implement its terms is regarded as serious misconduct. In these instances, it is required that the complaint procedures outlined in this policy are observed. Failure thereof may result in disciplinary action.
Any person found guilty of racial harassment and/or discrimination could be discharged from employment (in the case of a staff member). In the case of a third party, the termination of a contract may ensue.
Subsequent to the exhaustion of available internal remedies, all parties retain their rights to pursue the complaint in a court of law.
4. Interpretation 4.1 „Complainant? refers to the person alleging that conduct constituting racial discrimination or harassment as defined in this policy, has occurred.
4.2 „employee? means an employee of the Dick & Sue Properties.
In this policy, the following terms should be interpreted as such, unless the context indicates otherwise,
4.3 „Respondent? refers to the person against whom the complaint has been made.
4.4„Victim? refers to a person against whom an act or acts of racial discrimination or harassment have allegedly been perpetrated as defined in the policy.
5. Definitions
5.1„Race?
„Race? is a social construct which draws on both visible physical characteristics and invisible, socially defined cultural competencies, to categorise, classify and rank individuals and groups for the purposes of producing racialised hierarchies of power and social worth. Defining „race? as socially constructed necessarily demands cognisance of, and confronting, reified concepts of „race? and their attendant inequalities, rather than their denial and trivialisation.
5.2„Racism?
While it can take different forms, all racism draws on racialised ideas and beliefs which shape cultures and practices that sustain the unequal treatment of groups and individuals. Systemic racism is supported by deep-rooted institutional processes, practices and structures which perpetuate unearned privilege and disadvantage. Individual racism draws
on the power of group membership to discriminate unfairly against groups and individuals perceived to be either inferior or not to belong.
5.3„Racial prejudice?
Racial prejudice refers to attitudes and practices that consciously or unconsciously draw on the power of individuals and groups to discriminate unfairly against individuals and groups perceived to be different. This is the belief that „a particular race or racial group? is inferior to „another race or racial group? in respect of one, or usually many, qualities, or attributes.
5.4„racial discrimination?
This policy is specifically focused on unfair racial discrimination, as opposed to constitutionally mandated measures of redress.
Racial discrimination translates into practise racialised ideas and beliefs that have the effect of sustaining unearned privilege and disadvantage, and impeding groups or individuals from performing to their potential. Such discrimination might not be intentional but must be assessed on the basis of its consequences for those adversely affected.
5.5„racial slurs?
This is the use of language that demeans or insults individuals or groups on account of their perceived „race?.
5.6„racial harassment?
Racial harassment is an exercise of power (including racial slurs, threats, jokes, name-calling, insults, and discourteous gestures, verbal or physical abuse) that undermines human dignity and adversely affects an individual?s or group?s rights and well-being. It includes social behaviour (whether intentional or not) that coerces, manipulates, intimidates, humiliates, or takes advantage of persons by using racial meanings both implicitly and explicitly. Racial harassment creates a disabling environment that undermines the ability of individuals or groups to execute their responsibilities and fulfil their aspirations. Typically, but not always, such behaviour occurs in situations where unequal power and authority relations prevail between those who harass and those who are harassed.
5.7„Anti-Racism?
Anti-racism is an action-orientated approach that challenges reified concepts of „race?, their attendant positioning?s of privilege and disadvantage, and their institutionalised expressions in social life and practice. This approach seeks to create a university community that is both cognisant of these effects, and willing to act against the violence, discrimination and prejudices produced by racism. It advocates institutional and systemic change through on-going critical dialogue and self-reflection, engenders a revision of practice, and cultivates an inclusive environment. This requires special attention to how positioning?s such as hegemonic whiteness operate.
6. Procedures
6.1. Complaints of racial harassment and/or discrimination must immediately be brought to the attention of the CEO.
6.1.1 “Immediately” shall mean as soon as is reasonably possible in the circumstances. Late reporting on the part of the victim will not necessarily have negative consequences for the process of decision-making relating to the merits of the case.
6.1.2 Racial harassment may be brought to the attention of the CEO by the victim or any other person aware of such harassment, for example, a friend, colleague acting on the request of the victim. If the racial harassment is of a particularly serious nature, the victim should be encouraged to inform the CEO in person.
6.1.3 Any complaint of racial harassment will be recorded in writing by the CEO in instances where the racial harassment is brought to the attention of a supervisor or manager, that person is required to refer the complaint to the CEO immediately.
6.1.4 When a complaint of racial harassment has been brought to the attention of the CEO, the CEO will take all reasonable steps to ensure that such a complaint is dealt with expeditiously and appropriately.
6.1.5 The CEO must follow the below
6.1.5.1 Consider information and expert advice to enable the victim to make an informed decision;
6.1.5.2 Provide information and support for a complainant who is not him- or herself a victim;
6.1.5.3 Participate in a process that is enabling, supportive and educational for the staff and structure of the Dick & Sue Properties;
6.1.5.4 Assist in the formulation of a memorandum of complaint based on the written statement of the victim);
6.1.5.5 Advise and assist, in general, Dick & Sue Properties in taking the necessary steps to eliminate racial harassment.
7. Formal & Informal
7.1 Informal Process:
The matter can be address and resolve by following either an informal process or a formal one:
In case of an informal process the outcome will be determined in a safe setting whereby the CEO and/or a person of her choice will deal with the matter as a facilitator.
The main aim of this process will be to reach apologetic setting whereby the aggrieved person receives an apology and accepts it.


7.2 Formal Process: 7.2.1 Final Written Warning
7.2.2 Dismissal
7.2.3 Unpaid Suspension as alternative to dismissal
7.2.4 If any penalties are payable by Dick & Sue Properties due to the actions of the Accused, they will become responsible for such cost.
During this process the person responsible for the action will be given notice to attend a disciplinary process.
During the disciplinary enquiry both parties will state their case and the Chairperson will make a decision on an appropriate sanction.
The Sanction may include the following:
7.2.1 Final Written Warning
7.2.2 Dismissal
7.2.3 Unpaid Suspension as alternative to dismissal
7.2.4 If any penalties are payable by Dick & Sue Properties due to the actions of the Accused, they will become responsible for such cost.

Discrimination Policy (DSPPOL1002)
1. OBJECTIVES OF THE POLICY
The objectives of this policy and the procedures detailed herein, are:
1.1 To prohibit the different manifestations of unfair discrimination, based on, but not limited to, race, gender identity, sexual orientation, nationality, conscience and beliefs.
1.2 To prevent and eliminate any conduct of unfair discrimination by any employees and/or agents acting on behalf but entirely independent form Dick and Sue Properties, which may undermine her or his human dignity.
1.3 To establish appropriate and accessible interventions for employees and/or agents to address allegations of unfair discrimination.
2. DEFINITIONS
2.1 Alternative dispute resolution procedures refer to procedures for settling disputes by means other than formal processes, which usually includes conciliation, mediation, and arbitration.
2.2 Bullying is a form of unfair discrimination. In its simpler manifestation, it involves the chronic abuse of an individual by another person. This abuse can take the form of insults, interference, intimidation, undermining, withholding resources, social exclusion, harassment, abuse of power or any other behaviour intended to make the victim feel unwelcome.
2.3 For the purpose of this policy, unfair discrimination means “any distinction, exclusion, restriction or preference, which has the purpose or effect of nullifying or impairing the recognition, enjoyment or exercise, on an equal footing of human rights and fundamental freedoms in the political, economic, social, cultural, or any other field of public life”.

2.4 Direct unfair discrimination is an overt act of discrimination, which occurs when a person is treated less favourably than another person on the basis of any of the grounds listed in Clause 2.3 or any other legally recognised grounds.
2.5 Indirect unfair discrimination occurs when an unreasonable requirement, condition or practice, which appears neutral on the surface, is imposed in order to exclude person/s upon one or more grounds stipulated in Clause 2.3 or any other legally recognised grounds. Such a distinction, exclusion, restriction or preference unfairly discriminates against individuals or groups of individuals.
2.6 Harassment refers to derogatory or unwarranted remarks, ridicule, unwanted physical contact, physical assault or demands for undue favours for personal gratification.
2.7 Victimisation occurs when one person subjects another to detriment (or threatens to do so) because she or he has laid, intends to lay, or has helped someone else to lay, a complaint of unfair discrimination on any of the grounds listed in Clause 2.3, or any other legally recognised grounds, or she or he has refused to perform an act which is in contravention of any policy or legislation, or she or he has provided information about a complaint, i.e. whistle-blowing. It also includes acting to another person’s detriment by agreeing to be a witness in cases related to the contravention of policy or legislation.
2.8 Vilification occurs when a person incites hatred towards, contempt for, or severe ridicule of a person or group of persons on any of the grounds listed in Clause 2.3 or any other legally recognised grounds.
3. PRINCIPLES
3.1 Dick & Sue Properties commits to eradicate all forms of unfair discrimination, including bullying, harassment, victimisation and vilification from its environment, in order to build a socially inclusive and organised workplace
3.2 Allegations of unfair discrimination will be viewed extremely seriously and investigated rigorously and promptly. If such allegations are substantiated, the alleged perpetrator will face disciplinary action. Unsubstantiated, frivolous or malicious allegations will be viewed in an extremely serious light, and the person making such allegations will also face disciplinary action.
3.3 Dick & Sue Properties commits to provide appropriate support to victims and witnesses of unfair discrimination, including making the necessary resources available to eliminate all forms of unfair discrimination.
3.4 Dick & Sue Properties shall ensure that complaints reported under the policy set out herein are handled in a manner that ensures that the identities of the persons involved are kept confidential. It will also ensure the confidentiality of any disciplinary enquiry processes.
4. RESPONSIBILITIES
4.1 The responsibility to implement this policy and to oversee it lie with the CEO of Dick & Sue Properties.
4.2 All employees and or Agents who acts independently have a fundamental duty to report all acts of unfair discrimination so that the responsible parties can be disciplined appropriately.
6. APPLICATION OF THE POLICY
This policy applies to all employees permanent and/or fixed term agents dependant and independent.,
7. DISCIPLINARY STEPS
7.1 Any parties that makes himself/herself guilty of discrimination will be disciplined in the following manner:
7.1.1 Any allegation of discrimination will be investigated, and all relevant parties will be question.

7.1.2 If any discrimination is proof exist then the alleged offender will be suspended until the finalisation of the disciplinary enquiry.
7.1.3 If found guilty during the enquiry then the person responsible for the discrimination will face either summary dismissal for direct discrimination and a final written warning for Indirect discrimination.
7.2 If any party makes a false allegation with said party will be subjected to a disciplinary enquiry and if found guilty will be dismissed.