... unwelcome touching, hugging or kissing * sexually explicit pictures, screen savers or posters * unwanted invitations to go out on dates or requests for sex * intrusive questions about an employee's private life or body * behaviour which would also be an offence under the criminal law, such obscene communications2. ISSUE I: ROBERT SCOTT EVALUATION As director of Corporate Human Resources, Robert Scott had written the company's corporate policy on harassment. Policy and Procedure Scott's sexual harassment policy is open to interpretation by managers and employees. Scott should have allowed for measures to provide ongoing tracking of policy effectiveness, and requested an external audit of the document by legal counsel and/or specialists before introduction. He should have been more critical of his policy, and cited its weaknesses. Communication Min's failure to act on Lee's initial complaint demonstrates that Scott's employee education programme on sexual harassment was ineffective. As a senior manager, Scott must ensure that the policy receives ongoing communication ...

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