Dignity and Respect at Work Policy (Anti Bullying & Harassment)

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Dignity and Respect at Work Policy (Anti Bullying & Harassment)"

Transcription

1 Dignity and Respect at Work Policy (Anti Bullying & Harassment) Version: 4 Status: Title of originator/author: Name of responsible director: Developed/revised by group/committee and Date: Approved by group/committee and Date: Final Christine Jacobs, Trainee HR Business Partner Kim Baden, HR Business Partner Executive Director of HR and Organisational Development Policy Review Alignment Group 17 December 2014 Policy Review Alignment Group 27 April 2015 Joint Negotiating and Consultative Committee 17 December 2015 Policy Review Alignment Group 27 April 2015 Joint Negotiating and Consultative Committee 27 April 2015 Effective date of issue: 28 April 2015 Next annual review date: April 2017 Date Equality Impact Assessment Completed Regulatory Requirement: tbc NHSLA, CQC, Employment Legislation

2 Trust Policy Foreword South Western Ambulance Service NHS Foundation Trust (SWASFT) has a number of specific corporate responsibilities and obligations relating to patient safety and staff wellbeing. All Trust policies need to appropriately include these. Health and Safety - SWASFT will, so far as is reasonably practicable, act in accordance with the Health and Safety at Work etc. Act 1974, the Management of Health and Safety at Work Regulations 1999 and associated legislation and approved codes of practice. It will provide and maintain, so far as is reasonable, a working environment for employees which is safe, without risks to health, with adequate facilities and arrangements for health at work. SWASFT employees are expected to observe Trust policy and support the maintenance of a safe and healthy workplace. Risk Management - SWASFT will maintain good risk management arrangements by all managers and staff by encouraging the active identification of risks, and eliminating those risks or reducing them to the lowest level that is reasonably practicable through appropriate control mechanisms. This is to ensure harm, damage and potential losses are avoided or minimized, and the continuing provision of high quality services to patients, stakeholders, employees and the public. SWASFT employees are expected to support the identification of risk by reporting adverse incidents or near misses through the Trust webbased incident reporting system. Equality Act 2010 and the Public Sector Equality Duty - SWASFT will act in accordance with the Equality Act 2010, which bans unfair treatment and helps achieve equal opportunities in the workplace. The Equality Duty has three aims, requiring public bodies to have due regard to: eliminating unlawful discrimination, harassment, victimization and any other conduct prohibited by the Act; advancing equality of opportunity between people who share a protected characteristic and people who do not share it; and fostering good relations between people who share a protected characteristic and people who do not share it. SWASFT employees are expected to observe Trust policy and the maintenance of a fair and equitable workplace. NHS Constitution - SWASFT will adhere to the principles within the NHS Constitution including: the rights to which patients, public and staff are entitled; the pledges which the NHS is committed to uphold; and the duties which public, patients and staff owe to one another to ensure the NHS operates fairly and effectively. SWASFT employees are expected to understand and uphold the duties set out in the Constitution. Code of Conduct and Conflict of Interest Policy - The Trust Code of Conduct for Staff and its Conflict of Interest and Anti-Bribery policies set out the expectations of the Trust in respect of staff behavior. SWASFT employees are expected to observe the principles of the Code of Conduct and these policies by declaring any gifts received or potential conflicts of interest in a timely manner, and upholding the Trust zero-tolerance to bribery. Information Governance - SWASFT recognises that its records and information must managed, handled and protected in accordance with the requirements of the Data Protection Act 1998 and other legislation, not only to serve its business needs, but also to support the provision of highest quality patient care and ensure individual s rights in respect of their personal data are observed. SWASFT employees are expected to respect their contact with personal or sensitive information and protect it in line with Trust policy. Page 2 of 17

3 CONTENTS PREFACE INTRODUCTION AIM DEFINITIONS PRINCIPLES UNACCEPTABLE BEHAVIOUR CONFIDENTIAL ADVICE RESPONSIBILITIES PROCEDURE FOR DEALING WITH COMPLAINTS INFORMAL ACTION FORMAL ACTION RIGHT OF APPEAL MALICIOUS COMPLAINTS POLICY MONITORING AND REVIEW REFERENCES ASSOCIATED DOCUMENTS APPENDIX A WHAT TO DO IF A COLLEAGUE TELLS YOU THEY ARE BEING HARASSED OR BULLIED APPENDIX B WHAT TO DO IF YOU FEEL YOU HAVE BEEN HARASSED OR BULLIED AT WORK 14 APPENDIX C WHAT TO DO IF YOU ARE INFORMALLY ACCUSED OF HARASSMENT OR BULLYING APPENDIX D VERSION CONTROL SHEET Page 3 of 17

4 Preface South Western Ambulance Service NHS Foundation Trust is committed to providing a suite of employment policies designed to give staff a clear and consistent framework through which they are supported to carry out their roles and responsibilities safely and effectively. All policies are developed in consultation with Staff Side Representatives and are approved through the recognised Joint Negotiating and Consultative Committee and Directors group. 1. Introduction 1.1. The Trust is committed to providing an environment where all staff are treated with dignity and respect, free of unlawful discrimination, victimisation, bullying or any form of harassment This policy applies to all working arrangements for all grades and levels of staff, including volunteer, agency and contract workers 1.3. All staff are expected and required to comply with this policy and take appropriate measures to ensure that such conduct does not occur. Appropriate disciplinary action, including dismissal for serious offences will be taken against any member of staff who violates this policy. 2. Aim 2.1 The Trust will not tolerate bullying harassment or discrimination and promotes a culture free from this. The policy aims to provide guidance and raise awareness of what constitutes these behaviours. 2.2 The Policy aims to ensure that staff are confident that if they bring a complaint in good faith that any matter will be dealt with seriously, promptly, objectively and confidentially through this procedure and that staff will not be subsequently victimised or disadvantaged in any way. 3. Definitions 3.1. There are many definitions of bullying and harassment. Behaviour that is considered bullying by one person may be considered firm management by another. 3.2 Most people will agree on extreme cases of bullying and harassment but it is sometimes the grey areas that cause difficulties. However, any difficulty in defining what constitutes bullying or harassment should not deter staff from complaining of behaviour which causes them distress. Nor should anyone be deterred from making a complaint because of embarrassment or fear of intimidation or victimisation. 3.3 The following is guidance taken from advice provided by the Advisory, Conciliation and Arbitration Service (ACAS). Bullying: Page 4 of 17

5 This may be characterised as offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient. Harassment: In general terms this is unwanted conduct related to a protected characteristic (age, race, sex, disability, sexual orientation and religion or belief), which has the purpose or effect of violating an individual s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual in the workplace. 3.4 The key is that the actions or comments are viewed as demeaning and unacceptable if such conduct is unwanted and, unreasonable and offensive to the recipient. This can include unwelcome physical, verbal or non-verbal conduct. Any employee who has a concern should make their concern known at the earliest opportunity in whatever way they feel most comfortable, written or verbal to their line manager or any other manager within the organisation. 4. Principles 4.1. All employees of the Trust have the right to be treated with consideration, dignity and respect at work. 4.2 Managers and staff have a joint responsibility at work to eliminate harassment and bullying, which includes victimisation, on the grounds of an individual s age, gender, race, ethnic or national origins, domestic circumstances, social and employment status, religion and belief, sexual orientation, disability or on other grounds which cannot be justified. 4.3 The Trust will provide information, instruction and training in accordance with the Trust s Training Needs Analysis (TNA) and as is necessary to ensure that all employees (including new employees) are aware of their responsibilities under this policy. 4.4 The Trust recognises harassment and bullying associated with an individual s age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation as an unlawful form of discrimination which is contrary to the Equality Act The Trust recognises that intentional harassment and bullying may constitute a criminal offence under the criminal Justice and Public Order Act 1994 or the Protection from Harassment Act 1997, punishable by fine and/or a prison sentence. 4.6 The decision to progress a formal complaint of harassment or bullying under the policy rests with the complainant except where the situation, following initial informal reporting, is so serious that by not taking action the Trust would be prejudicing its reputation, legal and welfare responsibilities. Page 5 of 17

6 4.7 The relevant Director or Head of Department is responsible for identifying and nominating a suitably experienced Investigating Officer who, wherever practicable, should be external to the area or function being investigated. Every practicable step should be taken in order that internal bias is avoided and independence is achieved throughout the investigation. 4.8 All investigations into allegations of harassment and bullying will be carried out objectively with due respect for the rights of both the complainant and the alleged harasser or bully. 4.9 Information gathered as part of any investigation under the policy should be treated as confidential by all parties Staff are encouraged to make a complaint where they have experienced or witnessed harassment or bullying and are recommended to seek help in the use of this policy The Trust will take disciplinary action under the Trust s Disciplinary Policy, which may include dismissal, in circumstances where an allegation of harassment or bullying has been substantiated Retaliation and victimisation against anyone making a complaint, or giving evidence as part of an investigation into harassment or bullying, will constitute a serious disciplinary offence and may be dealt with as gross misconduct under the Trust s disciplinary procedures. Such actions may also be illegal At all stages of the formal procedure, both the complainant and the alleged harasser or bully have the right to be accompanied by a Trade Union representative, friend, or other representative, not acting in a legal capacity. The employee is responsible for arranging the attendance of their companion The Trust recognises that harassment and bullying is a subjective matter, which requires sensitive handling. All employees should be aware that behaviour, which they may find personally acceptable, may not be considered as such by others. 5. Unacceptable Behaviour 5.1 Harassment and bullying may be intentional or unintentional, the key issues are that it is unsolicited and unwelcome and fails to respect the rights of others. The following list is not exhaustive but contains examples of behaviours which are likely to constitute harassment and bullying:- Unwelcome statements, remarks, jokes or innuendo which are derogatory or which ridicule, insult or threaten a person or a specified group(s) of people; Any unwanted physical contact or unwelcome sexual advances touching, standing too close, staring or leering; Attempts to stir up hatred or discontent against minority groups; Victimisation, on the grounds of an individual s age, gender, race, ethnic or national origins, domestic circumstances, social and employment status, Page 6 of 17

7 religion and belief, sexual orientation, disability or on other grounds which cannot be justified; Any conduct that denigrates, embarrasses or intimidates an individual whether directly or indirectly; Abuse or misuse of power or position, for example making threats or comments about job security without foundation; Displaying or distributing offensive pictures or written materials; Deliberate undermining of a competent worker by overloading, overbearing supervision or persistent, excessive or unreasonable criticism. Or by copying memos or s that are critical about someone to others who do not need to know; Ridiculing or demeaning picking on someone or setting them up to fail; Abuse the authority in a line management relationship; Spreading malicious rumours or insulting someone (particularly on the grounds of age, race, sex, disability, sexual orientation and religion or belief); Incitement to commit any of the above will also come under the terms of this policy; Preventing individuals progressing by intentionally blocking promotion or training opportunities without justification; Unacceptable peer pressure. 5.2 Bullying and harassment are not necessarily face to face, it may be by written communications, , or phone and text messages. 5.3 Line managers are responsible for ensuring that staff who report to them perform to an acceptable standard. Harassment and bullying does not therefore include legitimate, justifiable, appropriately conducted monitoring or criticism of an employee's behaviour or job performance undertaken through a Trust policy. 6. Confidential Advice 6.1 Employees are encouraged to discuss informally harassment and bullying problems with an appropriate Manager or a member of the Human Resources (HR) Department. In instances where staff do not feel they can approach a manager in their area they are encouraged to speak to a HR representative in the first instance. All discussions will be conducted in utmost confidence. 7. Responsibilities 7.1 Chief Executive Page 7 of 17

8 7.1.1 The Chief Executive of South Western Ambulance Service NHS Trust has overall responsibility, on behalf of the Trust Board, for ensuring the implementation of this policy throughout the organisation. 7.2 Executive Director of HR and Organisational Development The Executive Director of HR and Organisational Development has responsibility for ensuring that managers are trained in the implementation of this policy in line with the Trust s TNA. The Executive Director of HR and Organisational Development also has responsibility for the provision of support and advice compliant with relevant employment legislation. 7.3 Executive Directors Executive Directors are responsible for:- Implementing this policy, on behalf of the Chief Executive; Encouraging a responsible culture which encourages individuals to follow all aspects of this policy; Delegating responsibility to local managers for the policy s implementation at local level; Monitoring the effectiveness of local managers in implementing the policy. 7.4 Managers Every manager has a responsibility to promote a culture of dignity and respect and prevent harassment and bullying, and to take immediate action once inappropriate behaviours have been identified. Managers should positively promote the policy by: Explaining and advising on the policy to their staff; Ensuring a work place free from visual forms of harassment and bullying; Being alert to the possibility of harassment and bullying, and taking appropriate action; Monitoring the welfare of the staff under their sphere of authority and support staff or advise them where they can seek support if they are showing any of the signs set out in section 5; Being responsive and supportive to any member of staff who complains about harassment or bullying; Ensuring confidentiality and that any member of staff who is involved in a complaint of this nature is protected from intimidation, victimisation or discrimination. Any retaliation against a member of staff for complaining about harassment or bullying will be treated as a serious disciplinary offence; Dealing with the case promptly; Providing additional counselling to staff who have difficulty in accepting or implementing the policy; Page 8 of 17

9 Attending any training sessions on harassment and bullying, and its prevention; Ensuring their own behaviour is consistent with the policy. 7.5 Employees responsibilities It is the responsibility of all employees to ensure that harassment and bullying does not occur in their place of work. This will involve tackling incidents as they arise, providing support to those who are harassed or bullied, reporting incidents to management or to Trades Union representatives, and coming forward as witnesses. All employees are responsible for treating patients and colleagues with respect and dignity. 8 Procedure for Dealing with Complaints 8.1 Upon receipt of a complaint under this policy the employee will be met with their line manager or a suitable alternative if the allegation features their own manager. This initial meeting should take place within 7 calendar days. 8.2 Provision has been made for both an informal approach and a formal procedure. The wishes of the recipient of the alleged harassment or bullying will be a consideration when deciding the choice of approach. 8.3 However, there may be occasions when the behaviour of the alleged harasser or bully comes to the attention of management. In these instances management may decide to investigate the matter. 8.4 Management reserve the right not to conduct a formal investigation where the initial review of the evidence does not require further consideration. In these instances feedback will be provided to the individual. 8.5 Once notified of a concern / complaint the manager(s) should give immediate, consideration to separating the alleged harasser or bully from the complainant while the matter is being investigated. The views of both parties should be sought urgently and an interim solution agreed if possible. Limiting contact will minimise the risk of any alleged harassment /bullying being repeated and of anyone involved being victimised or retaliated against. Precautionary separation can defuse the situation and gives a chance to investigate in a less pressurised environment. 9 Informal Action 9.1 Many people are unaware that their behaviour in some circumstances is unacceptable and if this is clearly pointed out to them, the problem can often be resolved at the time. 9.2 In the first instance, an employee who feels that they have been harassed or bullied should make the perpetrator aware that they find their behaviour or action inappropriate and/or unacceptable and ask them to stop. This is encouraged because the perpetrator s behaviour may be unintentional. 9.3 The employee may wish to write a letter to the alleged harasser or bully (research has shown this to be effective). Page 9 of 17

10 9.4 Employees are encouraged to keep a record of any incidents, detailing when, where and what occurred, and any witnesses. 9.5 If a direct approach to the alleged harasser or bully is too difficult, an employee can ask another person to do this for them such as a nominated colleague or seek guidance from a member of the HR Department or a Trade Union Representative in confidence 9.6 As part of the informal procedure, where the alleged harasser or bully acknowledges having caused offence, apologises and agrees not to repeat the behaviour, informal action may take the form of their Line Manager confirming in writing the standards of behaviour required and the possible consequences of failure to achieve those standards. Other outcomes could include remedial training for the individual against whom the complaint has been made. There may be cases where the alleged behaviour would otherwise have resulted in disciplinary action and the duty of the Trust overrides the wishes of the employee who has made the complaint, therefore they should be made aware of the implications of the other options available. 9.7 It may be appropriate to consider the use of mediation between an employee who feels they have been bullied or harassed and the individual against whom the complaint has been made. An independent mediator can sometimes help to resolve grievance issues and help two or more people in dispute to reach an agreement. Mediation is a voluntary process and all parties need to be committed to the process for it to be effective. Any employee can seek guidance from the HR Department on the use of mediation and how to access this support. 9.8 Where an employee has raised an incident of potential harassment or bullying and requires help in regaining their self-confidence they should be encouraged to take up the opportunity of independent counselling provided through the Trust. 10 Formal Action 10.1 Where informal methods of resolving harassment or bullying fail, e.g. the employee who the complaint has been made against denies causing offence, harassment or bullying, employees may wish to make a formal complaint through this procedure It may also be appropriate to move straight to the formal procedure where the allegations include verbal or physical aggression or where there are multiple allegations of sustained, inappropriate conduct In circumstances where an alleged harasser or bully is not an employee, the situation should be reported to the HR department, or depending on the circumstances, to the senior person responsible for the professional relationship with the third party. Following investigation the outcome could be to:- Issue a warning; Withdraw services to the client, patient, patient s relative, as appropriate; or Cease using the contractor, as appropriate All formal complaints should be lodged in writing usually with the Line Manager, within one month of the latest incident stating:- The name of the alleged harasser or bully; Page 10 of 17

11 The nature of the alleged harassment or bullying; The dates, times and locations when the alleged harassment or bullying occurred; The names of witnesses to any incidents of alleged harassment or bullying; Any action already taken by the complainant to stop the alleged harassment or bullying If a complaint has been made against a line manager or the employee would rather speak to someone else, e.g. someone of their own sex, the matter should be reported to a more senior manager or to the HR department Where a formal complaint has been made it should be formally investigated by an independent investigating officer and an investigation report developed. The investigation will be carried out in line with the process for investigations detailed in the disciplinary policy. This is to ensure appropriate investigatory procedures and does not indicate that the matter is to automatically be considered as a disciplinary offence Confidentiality must be maintained by all individuals involved in an investigation. Where it is necessary to carry out interviews, confidentiality must be maintained, where this is breached this may lead to disciplinary action. The dignity and respect of all parties involved and should be kept at all times. Support should be provided to all parties involved For any investigation into alleged bullying or harassment, the facts should be investigated, counter allegations should be considered objectively Following its completion the investigation report will be reviewed and the recommendations of the investigating officer considered. Dependent on the findings of the investigation the matter may be referred to a disciplinary hearing, in line with the disciplinary policy. Should the investigation not demonstrate evidence of misconduct warranting disciplinary action, the complainant will be invited to a meeting with an independent senior manager and HR with the aim of discussing the investigation report, its findings and to consider remedial actions. The chair of this panel will also meet separately with the alleged harasser and any appropriate third parties, including the immediate line manager. The aim of these meetings will be to address the findings and enable resolution and agreed actions to assist and support affected parties to address concerns and move forward This meeting will be followed with a written outcome for the complainant, detailing any agreed actions. The other parties involved may also have letters confirming the expectations around behaviors and any agreed actions as part of resolution Should the matter be referred to a disciplinary hearing the complainant will have no right of appeal against the outcome / sanction of the disciplinary panel. Page 11 of 17

12 10.12It is important that due consideration is given to ensuring appropriate arrangements are made to maintain or restore professional working relationships following the resolution of a complaint through this procedure. 11 Right of Appeal 11.1 The complainant will have the right to appeal against the outcome of the formal investigation and outcomes in accordance with the appeal process set out in the Grievance Policy. 12 Malicious Complaints 12.1 If an allegation of harassment or bullying cannot be substantiated following a formal investigation and there is reasonable cause to believe that the complainant acted maliciously, the matter will be investigated under the Trust s policy on disciplinary. 13 Policy Monitoring and Review 13.1 The Trust s Quality and Governance Committee receives an HR report including a section relating to employee relations activity which will demonstrate the effectiveness of the Organisation s arrangements for managing employee relations cases including bullying and harassment The effectiveness of this policy will be monitored and reviewed at the HR Management team meeting three months before the review date. Recommendations will be recorded and shared via the recognised policy approvals process in time for the policy review date. 14 References 14.1 ACAS Bullying and harassment at work guide 15 Associated Documents 15.1 Grievance Policy 15.2 Disciplinary Policy Page 12 of 17

13 Appendix A What to do if a Colleague Tells You They Are Being Harassed or Bullied 1. Listen to what they say and show that you do not disbelieve them. 2. Give them support and say that you are prepared to help. 3. Be aware that the person may need counselling or medical help. This may be obtained in confidence from the Trust s helpline. 4. If the individual seems reluctant to talk, depending on the circumstances, consider suggesting they speak to someone of their own sex, race or ethnic origin. 5. Suggest that the complainant ask the alleged harasser or bully to stop their behaviour and to make it clear that it is unwelcome. Suggest they explain the effect of the behaviour and, depending on the circumstances, that they may report the matter. 6. If a direct approach to the alleged harasser or bully is too difficult for the complainant, consider making the approach on their behalf. Tell the harasser or bully that their behaviour has been complained about, explain the effects of their behaviour and ask them to stop. This step should only be taken with the complainant s agreement. 7. Ask the complainant, where possible, to keep details of incidents of harassment or bullying including:- a) The name of the alleged harasser or bully; b) The nature of the alleged harassment or bullying; c) The dates, times and locations when the alleged harassment or bullying occurred; d) The names of witnesses to any incidents of alleged harassment or bullying; e) Any action already taken by the complainant to stop the alleged harassment or bullying. 8. Ask the complainant to keep a note of any changes in the work they have been asked to do and any work problems they have experienced. 9. If informal measures do not seem to be effective then encourage the complainant to make a formal complaint under the provision of the policy. Page 13 of 17

14 Appendix B What to do if You Feel You Have Been Harassed or Bullied at Work 1. Find someone whom you feel you can confide in. 2. Ask the person who you consider to be harassing or bullying you to stop, making it clear that their behaviour is unwelcome and offensive. Tell them how it affects you. Consider telling them that you will report their behaviour. 3. If you feel unable to face the person you feel is harassing or bullying you, consider writing them a letter explaining the effect of their behaviour and asking for it to stop. 4. Consider asking a Trade Union representative, a friend or other representative to approach the person who you consider to be harassing or bullying you on your behalf. 5. Keep details of incidents of when you feel you have been harassed or bullied where possible including:- a) The name(s) of the person who you consider to be harassing or bullying you; b) The nature of what you consider the harassment or bullying is; c) The dates, times and locations when you consider that the harassment or bullying has occurred; d) The names of witnesses of any incidents where you consider that harassment or bullying has taken place; e) Any action already taken by you to stop the actions of the person you feel is harassing or bullying you. 6. Keep a note of any changes in the work you have been asked to do and of any work problems you have experienced. 7. Contact the Trust s helpline or a manager for support and information. Remember their advice is confidential. 8. If informal measures do not prove effective do not delay. Consider making a formal complaint under the Dignity at Work Policy. You may wish to seek advice from a Trade Union representative, friend or other representative. 9. If you have exhausted this policy you may want to consult the Trust s policy on Whistleblowing for further advice. Remember that the Trust wants to eliminate harassment and bullying, and if you do not report an incident, someone else may suffer. Page 14 of 17

15 Appendix C What to do if you are informally accused of harassment or bullying 1. The Trust does not tolerate discrimination, bullying or intentional harassment, but recognises that occasionally a person is unaware that their behaviour is causing offence or that it is perceived by others as falling into one of these categories. If you are approached about your actions, behaviour or attitude:- a) Listen to what the person is saying; b) Do not immediately feel defensive you have not necessarily done anything wrong but you may need to consider that your behaviour is, or has become, unwanted by that individual and possibly others. 2. If you feel the complainant is being unreasonable, speak to your own and their line Manager in order to seek their intervention to resolve the matter. In all other circumstances:- a) Take immediate steps to alter your behaviour in order to stop causing offence or upset; b) Apologise for any distress you may have caused, even if this was unintentional; c) Read the Trust s Dignity and Respect at Work Policy and ensure that you abide by it; d) If you need support or advice, speak to the Trust s counselling service, your line manager, your Trade Union or the HR Department. e) REMEMBER: what you consider to be harmless fun may be very distressing for someone else. Page 15 of 17

16 Appendix D Version Control Sheet Version Date Author Summary of Changes 2 June 2014 HR Business Partners Minor changes are as follows: 2- The Trust promotes a culture free from bullying, harassment or discrimination An employee who has a concern should make this known at the earliest opportunity in whatever way they feel most comfortable, written or verbal to their line manager or any other manager within the organisation Unacceptable peer pressure added to list of examples. References to Executive Director of HR and OD updated throughout. 9.5-Added in- If a direct approach to the alleged harasser or bully is too difficult, an employee can ask another person to do this for them such as a nominated colleague or seek guidance from a member of the HR Department or a Trade Union Representative in confidence Confidentiality must be maintained by all individuals involved in an investigation. Where it is necessary to carry out interviews, confidentiality must be maintained, where this is breached this may lead to disciplinary action. The dignity and respect of all parties involved and should be kept at all times. Support should be provided to all parties involved. 10.9, 10.10, amended Executive Director of HR and OD HR Business Partners Section added at 4.7: The relevant Director or Head of Department is responsible for identifying and nominating a suitably experienced Investigating Officer who, wherever practicable, should be external to the area or function being investigated. Every practicable step should be taken in order that internal bias is avoided and independence is achieved throughout the investigation. 8.1 the term consideration has been added as outlined below, and 8.3 is an additional point that has been added to the policy. Page 16 of 17

17 Section Addition to clarify the manager or suitable alternative will initially meet with the employee within 7 calender days 8.5 Clearer guidance provided on the manager giving immediate consideration to separating the alleged harasser or bully from the complainant whilst the matter is investigated. Paragraph 10.8 moved to paragraph 8.4 Page 17 of 17

Bullying and Harassment at Work Policy

Bullying and Harassment at Work Policy Bullying and Harassment at Work Policy i) Statement Everyone should be treated with dignity and respect at work, irrespective of their status or position within the organisation. Bullying and harassment

More information

Grievance, Bullying and Harassment Policy and Procedure

Grievance, Bullying and Harassment Policy and Procedure Grievance, Bullying and Harassment Policy and Procedure One Education February 2015 1 This policy and procedure has been produced by One Education s HR and People service. The HR and People team provides

More information

Anti Harassment and Bullying Policy

Anti Harassment and Bullying Policy Anti Harassment and Bullying Policy Document Control Title : Anti Harassment and Bullying Policy Applicable to : All Staff and Executive Officers Date last reviewed : February 2014 Procedure Owner : People

More information

3.3 Examples of bullying/harassing behaviour may include:

3.3 Examples of bullying/harassing behaviour may include: CODE ON DIGNITY AT WORK AND STUDY The School embraces and values diversity of its staff and student population and seeks to promote equality as an essential element in enhancing the School s contribution

More information

gives employees (1) basic information about bullying and harassment points you to sources of further information and advice. (2)

gives employees (1) basic information about bullying and harassment points you to sources of further information and advice. (2) Bullying And Harassment At Work Guidance For Employees Everyone should be treated with dignity and respect at work. Bullying and harassment of any kind are in no-one s interest and should not be tolerated

More information

Equal opportunities and dignity at work policy

Equal opportunities and dignity at work policy Equal opportunities and dignity at work policy Aims In line with the Equality Act 2010 1, this policy aims to ensure everyone has the right to be treated fairly at work or when using our services. The

More information

Dignity at Work and Study Procedure for Staff

Dignity at Work and Study Procedure for Staff THE UNIVERSITY OF MANCHESTER Dignity at Work and Study Procedure for Staff Alternative formats This procedure is available in a number of alternative formats. Please contact the Equality and Diversity

More information

The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY

The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY The European Marine Energy Centre Ltd. HARASSMENT AND BULLYING POLICY Table of Contents 1 Policy Statement... 3 2 Scope... 3 3 Definitions... 3 4 Detailed Guidelines... 5 4.1 What to do if you are being

More information

3 Everyone has the right to be treated with dignity and respect at work. This policy explains:

3 Everyone has the right to be treated with dignity and respect at work. This policy explains: Dignity at Work Why do we have a Dignity at Work Policy? 1 Harassment, bullying and victimisation are not allowed at the GMC. Harassment and bullying can have very serious consequences for individuals.

More information

Policy on Dignity and Respect (Students)

Policy on Dignity and Respect (Students) Policy on Dignity and Respect (Students) Scope and Purpose of the Policy This policy relates to all students of DMU. Every student is personally liable under the Equality Act and is expected to treat staff

More information

Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009

Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009 Policy and Procedure Manual Agency Title Harassment Response Policy Reviewed Date Number HS0112 Revised Date Approved Date May 20, 2009 Introduction Simcoe Muskoka District Health Unit is committed to

More information

GRIEVANCE POLICY. Human Resources Service

GRIEVANCE POLICY. Human Resources Service GRIEVANCE POLICY Human Resources Service NB. This policy is available on the University of Cumbria website and it should be noted that any printed copies are uncontrolled and cannot be guaranteed to constitute

More information

Canadian Pacific Railway

Canadian Pacific Railway Canadian Pacific Railway Policy 1300 Discrimination and Harassment Policy All Employees and Applicants (Canada) Issuing Department: Human Resources Policy Statement CPR is committed to our corporate values

More information

Grievance Policy and Procedure

Grievance Policy and Procedure Grievance Policy and Procedure Page 1 Grievance Policy and Procedure Policy ref no: HR012-14 Author (inc job Judith Champion, Senior HR Business Partner title) Date Approved May 2014 Approved by Quality

More information

POLICY ON WORKPLACE HARASSMENT

POLICY ON WORKPLACE HARASSMENT POLICY ON WORKPLACE HARASSMENT VERSION 1.0 POLICY ON WORKPLACE HARASSMENT A. Introduction 1. Perbadanan Insurans Deposit Malaysia ( PIDM ) is fully committed to a safe, healthy and harassment-free work

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE Author: Julie Newnham Revised : August 2013 Review Date: August 2014 Students First DISCIPLINARY PROCEDURES 1 Scope and purpose 1.1 This procedure applies to all employees other

More information

RESPECT FOR OTHERS HARASSMENT, BULLYING AND VICTIMISATION POLICY

RESPECT FOR OTHERS HARASSMENT, BULLYING AND VICTIMISATION POLICY RESPECT FOR OTHERS HARASSMENT, BULLYING AND VICTIMISATION POLICY CONTENTS Page 1.0 Policy Statement 2 2.0 Definitions 3 2.1 Harassment 3 2.3 Bullying 3 2.4 Victimisation 3 3.0 Responsibilities 4 4.0 Support

More information

A guide for managers and employers. Bullying and harassment at work

A guide for managers and employers. Bullying and harassment at work A guide for managers and employers Bullying and harassment at work Acas can help with your employment relations needs Every year Acas helps employers and employees from thousands of workplaces. That means

More information

NHS North Somerset Clinical Commissioning Group. HR Policies Managing Discipline

NHS North Somerset Clinical Commissioning Group. HR Policies Managing Discipline NHS North Somerset Clinical Commissioning Group HR Policies Managing Discipline Approved by: Quality and Assurance Group Ratification date: May 2013 Review date: May 2016 1 Contents 1 Policy Statement...

More information

Anti-Bullying Policy and Procedure

Anti-Bullying Policy and Procedure Anti-Bullying Policy and Procedure HR1052 Page 1 of 5 1. Overview Bullying can happen in all types of workplaces. Bullying is a serious concern within the workplace because it may affect the emotional,

More information

Diversity and Equal Opportunities Policy - UK

Diversity and Equal Opportunities Policy - UK 1.0 Purpose The purpose of the Diversity and Equal Opportunities Policy is to encourage an atmosphere where all staff embrace the benefits of working in a diverse community and to provide a framework for

More information

DISCIPLINARY AND GRIEVANCE ARRANGEMENTS. the disciplinary process: how councils can deal with concerns about employee

DISCIPLINARY AND GRIEVANCE ARRANGEMENTS. the disciplinary process: how councils can deal with concerns about employee Legal Topic Note LTN 22 January 2013 DISCIPLINARY AND GRIEVANCE ARRANGEMENTS 1. This LTN provides guidance on: the disciplinary process: how councils can deal with concerns about employee misconduct or

More information

Harassment Prevention

Harassment Prevention Harassment Prevention An employer s guide for developing a harassment policy 2016 saskatchewan.ca PLEASE NOTE The original legislation should be consulted for all purposes of interpretation and application

More information

EQUALITY AND DIVERSITY POLICY AND PROCEDURE

EQUALITY AND DIVERSITY POLICY AND PROCEDURE EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment

More information

Bullying, Harassment & Victimisation Policy and Procedure

Bullying, Harassment & Victimisation Policy and Procedure THE NATIONAL INSTITUTE FOR HEALTH AND CLINICAL EXCELLENCE SPECIAL HEALTH AUTHORITY Bullying, Harassment & Victimisation Policy and Procedure Responsible Officer:- Associate Director - HR Author: Staff

More information

Draft. Workplace Bullying a Workers Guide

Draft. Workplace Bullying a Workers Guide Draft Workplace Bullying a Workers Guide Bullying behaviour can occur in any workplace and can take place between anyone including managers, supervisors, co-workers, contractors and volunteers. Workplace

More information

Discrimination: What to do if it happens

Discrimination: What to do if it happens Discrimination: What to do if it happens Acas promoting employment relations and HR excellence August 2015 About Acas What we do Acas provides information, advice, training, conciliation and other services

More information

Human Resources People and Organisational Development. Disciplinary Procedure for Senior Staff

Human Resources People and Organisational Development. Disciplinary Procedure for Senior Staff Human Resources People and Organisational Development Disciplinary Procedure for Senior Staff AUGUST 2015 1. Introduction 1.1 This procedure applies to Senior Staff. Senior Staff includes: 1.1.1 the Vice-Chancellor

More information

Prosecuting Attorneys Council of Georgia

Prosecuting Attorneys Council of Georgia 1. Purpose. The purpose of this policy is to maintain a healthy work environment in which all individuals are treated with respect and dignity and to provide procedures for reporting, investigating and

More information

Raising Concerns at Work (Whistle Blowing) Policy and Procedure

Raising Concerns at Work (Whistle Blowing) Policy and Procedure Raising Concerns at Work (Whistle Blowing) Policy and Procedure Raising Concerns at Work (Whistle Blowing) Policy and Procedure Page: Page 1 of 12 Recommended by Approved by Workforce Committee Board of

More information

VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY

VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY VOLLEYBALL CANADA WORKPLACE VIOLENCE AND HARASSMENT POLICY Policy Statement 1. Volleyball Canada is committed to the prevention of workplace violence and harassment, and is ultimately responsible for worker

More information

JOINT AGREEMENT ON GUIDANCE ON DISCIPLINARY PROCEDURES IN FURTHER EDUCATION COLLEGES

JOINT AGREEMENT ON GUIDANCE ON DISCIPLINARY PROCEDURES IN FURTHER EDUCATION COLLEGES JOINT AGREEMENT ON GUIDANCE ON DISCIPLINARY PROCEDURES IN FURTHER EDUCATION COLLEGES BETWEEN THE ASSOCIATION OF COLLEGES (AoC) AND ASSOCIATION FOR COLLEGE MANAGEMENT (ACM) ASSOCIATION OF TEACHERS & LECTURERS

More information

HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY. Date of Policy 1993 Date policy to be reviewed 09/2014

HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY. Date of Policy 1993 Date policy to be reviewed 09/2014 HUMAN RESOURCES POLICIES AND PROCEDURES DISCIPLINARY Date of Policy 1993 Date policy to be reviewed 09/2014 Policy written by SFC/HR Risk Register Ref (s) HR7 Impact Assessed EDG Date Impact assessed 10/2012

More information

QAHC Feedback and Conflict Management Policy and Procedures

QAHC Feedback and Conflict Management Policy and Procedures QAHC Feedback and Conflict Management Policy and Procedures Prepared By Erica Waters Consulting June 2000 Revised & Endorsed October 2000 Revised by QAHC September 2007 Policy Statement The Queensland

More information

NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE

NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE 1. Scope and Purpose NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE 1.1 Newman University [hereafter referred to as the University] recognises disciplinary rules and procedures are necessary for the

More information

DISCIPLINARY POLICY. APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and Governance Committee

DISCIPLINARY POLICY. APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and Governance Committee DISCIPLINARY POLICY APPROVED BY South Gloucestershire Clinical Commissioning Group Quality and Governance Committee December 2015 Date of Issue: December 2015 Version No: 2.0 Date of Review: November 2017

More information

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes)

Liverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes) Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives

More information

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES

GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES GBAA SEXUAL HARASSMENT AND OTHER ILLEGAL HARASSMENT, DISCRIMINATION AND SEXUAL VIOLENCE POLICY FOR SCHOOL DISTRICT EMPLOYEES Category P Required by Law I. GENERAL STATEMENT OF POLICY Objective The District

More information

working well initiative

working well initiative A guide for RCN members working well initiative Dealing with bullying and harassment at work A guide for RCN members 2 ROYAL COLLEGE OF NURSING Introduction Nurses should be treated fairly and consistently,

More information

A SUMMARY OF CDC HUMAN RESOURCES POLICIES

A SUMMARY OF CDC HUMAN RESOURCES POLICIES A SUMMARY OF CDC HUMAN RESOURCES POLICIES 1 RECRUITMENT 2 REMUNERATION 3 EMPLOYMENT PERFORMANCE & DEVELOPMENT 4 EQUALITY AT WORK 5 WHISTLEBLOWING CDC Group 26 May 2011 1 RECRUITMENT It is CDC s policy

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE Date of Publication: April 2013 Agreed by: Vice Chancellor s Executive March 2013 Page 1 of 13 Policy 1.0 Introduction The purpose of the disciplinary policy and procedure

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy 1 Equality, Diversity and Inclusion Policy Owned By: Senior Management Issue Date: July 2015 This policy will be reviewed in six months 1 2 Equality, Diversity and Inclusion Policy Introduction ProCo NW

More information

PREVENTION OF SEXUAL HARASSMENT

PREVENTION OF SEXUAL HARASSMENT PREVENTION OF SEXUAL HARASSMENT A guide for staff Asian Development Bank [ PREVENTION OF SEXUAL HARASSMENT A guide for staff Asian Development Bank February 2003 [ CONTENTS Page No. Foreword v Commitment

More information

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL

EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will

More information

BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE

BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE Version 2 Page 1 of 16 Revised June 2012 BUCKINGHAMSHIRE COUNTY COUNCIL GRIEVANCE POLICY AND PROCEDURE FOR SCHOOLS 1. Introduction

More information

BULLYING/ANTI-HARASSMENT

BULLYING/ANTI-HARASSMENT BULLYING/ANTI-HARASSMENT The state of Mississippi has established legislation requiring Bullying Prevention to be taught in schools. Executive Summary The purpose of this policy is to assist the Mississippi

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Policy 1. Purpose of the policy and procedure Disciplinary rules are important for the running of the University so that everyone understands what is expected of them

More information

DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013

DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013 DEALING WITH WORKPLACE BULLYING - A WORKER S GUIDE NOVEMBER 2013 Safe Work Australia is an Australian Government statutory agency established in 2009. Safe Work Australia consists of representatives of

More information

Local Disciplinary Policy

Local Disciplinary Policy DOCUMENT INFORMATION Origination/author: Judith Coslett, Head of Human Resources This document replaces: Local Disciplinary and Dismissal Procedure 05 Date/detail of consultation: Staff Forum and Unison

More information

Policy 8.6 Epilepsy Action Online Academy Equity and Diversity Policy

Policy 8.6 Epilepsy Action Online Academy Equity and Diversity Policy Policy 8.6 Epilepsy Action Online Academy Equity and Diversity Policy This policy includes: Equal Opportunity Anti-racism and religious tolerance Sexual harassment Introduction Epilepsy Action Online Academy

More information

Disciplinary and Grievance Policy

Disciplinary and Grievance Policy United Biscuits UK Ltd Disciplinary and Grievance Policy June 2015 Contents 1. Introduction... 3 2. Disciplinary Policy... 3 2.1. Aims of Policy... 3 2.2. Responsibilities... 3 2.3. Legal Framework within

More information

Bullying and harassment at work:

Bullying and harassment at work: Bullying and harassment at work: a guide for RCN members Healthy workplace, healthy you Dignity at work Healthy workplace, healthy you 3 Introduction The nursing workforce should be treated fairly and

More information

REVISION EFFECTIVE DATE MAY 05, 2017 NEXT REVIEW

REVISION EFFECTIVE DATE MAY 05, 2017 NEXT REVIEW TITLE WORKPLACE VIOLENCE: PREVENTION AND RESPONSE (FORMERLY WORKPLACE ABUSE AND HARASSMENT) DOCUMENT # 1115 APPROVAL LEVEL Alberta Health Services Executive Committee SPONSOR Human Resources, Workplace

More information

Types of discrimination: definitions and examples

Types of discrimination: definitions and examples Types of discrimination: definitions and examples Introduction When raising a behaviour related grievance, either informally or formally, employees may use terms such as discrimination or harassment. It

More information

Discipline. Managing People. VOIP 2000 - HR Direct Fife Council April 2015 1 DI02. P o l i c y a n d P r o c e d u r e. 1 Purpose and Scope

Discipline. Managing People. VOIP 2000 - HR Direct Fife Council April 2015 1 DI02. P o l i c y a n d P r o c e d u r e. 1 Purpose and Scope Discipline P o l i c y a n d P r o c e d u r e 1 Purpose and Scope This procedure is designed to help and encourage all employees to achieve and maintain standards of conduct. This procedure applies to

More information

Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015

Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015 Category Human Resources Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015 Related Documents Name Support

More information

A Guideline to Dignity at Brunel

A Guideline to Dignity at Brunel A Guideline to Dignity at Brunel Dignity is the state of being worthy of honour and respect. What is Harassment? Harassment is any form of unwanted and unwelcome behaviour which may range from mildly unpleasant

More information

SEXUAL ORIENTATION. Summary of the law on

SEXUAL ORIENTATION. Summary of the law on Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality

More information

Lets sort it out. together. Solving. Problems at. Work. StaffGuide RP2K190

Lets sort it out. together. Solving. Problems at. Work. StaffGuide RP2K190 need help to resolve a problem? Lets sort it out together Solving StaffGuide RP2K190 Introduction to Solving Problems Tesco wants you to enjoy work, celebrate success and learn from experience, as described

More information

DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF

DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF DISCIPLINARY POLICY & PROCEDURE FOR SCHOOL BASED STAFF Based on Leeds City Council recommendations January 2012 1 CONTENTS 1. Introduction 2. Scope of the Procedure 3. Core Principles 4. Management of

More information

This policy applies equally to all full time and part time employees on a permanent or fixed-term contract.

This policy applies equally to all full time and part time employees on a permanent or fixed-term contract. Discipline Policy 1. Introduction This policy set outs how Monitor will deal with employee conduct which falls below the expected standard. It is Monitor s aim to use the policy as a means of encouraging

More information

BANANA SHIRE COUNCIL ANTI-DISCRIMINATION and EQUAL EMPLOYMENT OPPORTUNITY POLICY

BANANA SHIRE COUNCIL ANTI-DISCRIMINATION and EQUAL EMPLOYMENT OPPORTUNITY POLICY BANANA SHIRE COUNCIL ANTI-DISCRIMINATION and EQUAL EMPLOYMENT OPPORTUNITY POLICY NUMBER: 1.2.7 TITLE: Anti-Discrimination and Equal Employment Opportunity Policy DEPARTMENT: Executive Services SCOPE: The

More information

Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority

Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority United Nations ST/SGB/2008/5 Secretariat 11 February 2008 Secretary-General s bulletin Prohibition of discrimination, harassment, including sexual harassment, and abuse of authority The Secretary-General,

More information

Disciplinary and Dismissals Policy

Disciplinary and Dismissals Policy Policy Purpose/statement/reason for being Disciplinary and Dismissals Policy E.G - MIP is designed to strengthen the effectiveness of individual s contribution to the Council s success. Purpose The Disciplinary

More information

MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS

MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS Employers should comply with the Acas Code of Practice for disciplinary and grievance procedures which can be downloaded from www.acas.org.uk/dgcode2009.

More information

PSYCHOLOGICAL HARASSMENT POLICY

PSYCHOLOGICAL HARASSMENT POLICY PSYCHOLOGICAL HARASSMENT POLICY Marianopolis College in accordance with the Quebec Charter of Human Rights and Freedoms respects the dignity of everyone in the College Community. The College is committed

More information

CONDUCT & DISCIPLINE POLICY & PROCEDURE

CONDUCT & DISCIPLINE POLICY & PROCEDURE CONDUCT & DISCIPLINE POLICY & PROCEDURE This policy and procedure is a copy of BCC s Conduct and Discipline (3 rd May 2014). Audience All Staff & Governors Date for renewal/updates/review May 2017 Named

More information

DIGNITY AT WORK ANTI BULLYING & HARASSMENT POLICY FOR THE DUBLIN INSTITUTE OF TECHNOLOGY

DIGNITY AT WORK ANTI BULLYING & HARASSMENT POLICY FOR THE DUBLIN INSTITUTE OF TECHNOLOGY DIGNITY AT WORK ANTI BULLYING & HARASSMENT POLICY FOR THE DUBLIN INSTITUTE OF TECHNOLOGY 1. INTRODUCTION 1.1 The Institute has revised its policies and procedures for dealing with complaints of bullying,

More information

Non-Discrimination and Anti-Harassment Policy OP 03.03

Non-Discrimination and Anti-Harassment Policy OP 03.03 Non-Discrimination and Anti-Harassment Policy OP 03.03 Policy Mississippi State University is committed to assuring that the University and its programs are free from discrimination and harassment based

More information

Respect at Work SN 2/03

Respect at Work SN 2/03 Respect at Work SN 2/03 NERC Policy Covering Bullying and Harassment This Staff Notice replaces the following Notices: SN 17/89 - Sexual Harassment SN 7/99 - Harassment - an informal procedure SMPN 82

More information

RACE DISCRIMINATION. Summary of the law on

RACE DISCRIMINATION. Summary of the law on Summary of the law on RACE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the race discrimination provisions of the Equality Act 2010. These apply

More information

The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation

The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation 1.0 Introduction The World Bank Group Policy on Eradicating Harassment Guidelines for Implementation The World Bank Group is committed to fostering a workplace free of harassment and intimidation, where

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best

More information

HR 200 Prevention of Workplace Violence &

HR 200 Prevention of Workplace Violence & HR 200 Prevention of Workplace Violence & Originating Document LB 42/43-2010 Effective Date November 25, 2015 Last Modified June 23, 2010, Review June 20, 2014 Last Modified June 17, 2015 Personnel Committee

More information

Equality and Diversity Policy. February 2015

Equality and Diversity Policy. February 2015 Equality and Diversity Policy February 2015 Contents Page no. Kier Group Plc 3 Statement of Intent 3 Core Policy 4 Forms of discrimination principles 4 Equality and diversity in recruitment, selection,

More information

Wotton-under-Edge Town Council

Wotton-under-Edge Town Council Wotton-under-Edge Town Council Disciplinary Procedure Adopted March 2015 1. PROCEDURE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct

More information

Employment Law Glossary of key terms and abbreviations

Employment Law Glossary of key terms and abbreviations Employment Law Glossary of key terms and abbreviations ACAS ACAS stands for the Advisory, Conciliation and Arbitration Service a UK government funded independent body offering conciliation services to

More information

Charles Williams Church in Wales Primary School. Bullying Prevention Policy. June 2014 Review date June 2016. A Definition Of Bullying

Charles Williams Church in Wales Primary School. Bullying Prevention Policy. June 2014 Review date June 2016. A Definition Of Bullying Charles Williams Church in Wales Primary School Bullying Prevention Policy June 2014 Review date June 2016 This Bullying Prevention Policy acknowledges the Welsh Government s Respecting Others: Anti- Bullying

More information

The best advice before you decide on what action to take is to seek the advice of one of the specialist Whistleblowing teams.

The best advice before you decide on what action to take is to seek the advice of one of the specialist Whistleblowing teams. Whistleblowing Policy (HR Schools) 1.0 Introduction Wainscott school is committed to tackling unlawful acts including fraud, corruption, unethical conduct and malpractice regardless of who commits them,

More information

A guide for employees. Bullying and harassment at work

A guide for employees. Bullying and harassment at work A guide for employees Bullying and harassment at work We inform, advise, train and work with you Every year Acas helps employers and employees from thousands of workplaces. That means we keep right up-to-date

More information

NOT PROTECTIVELY MARKED

NOT PROTECTIVELY MARKED PEOPLE AND ORGANISATIONAL DEVELOPMENT HUMAN RESOURCES DISCIPLINARY POLICY AND PROCEDURE Author/Role Fiona Munro, Human Resources Date of Risk Assessment (if applicable) N/A Date of Equality Impact Assessment

More information

Disciplinary Policy for Schools

Disciplinary Policy for Schools for Schools 2 July 2014 Contents 1 Introduction... 1 1.1 What is the policy about?... 1 1.2 Who does the policy apply to?... 1 1.3 Core Principles... 1 1.3.1 Misconduct... 1 1.3.2 Gross misconduct... 2

More information

DISCIPLINARY POLICY. 1. Introduction. 2. Structured support. 3. Formal action process 3.1. Investigations. 4. Notes of the Hearing and Investigation

DISCIPLINARY POLICY. 1. Introduction. 2. Structured support. 3. Formal action process 3.1. Investigations. 4. Notes of the Hearing and Investigation HUMAN RESOURCES DISCIPLINARY POLICY 1. Introduction 2. Structured support 3. Formal action process 3.1. Investigations 4. Notes of the Hearing and Investigation 5. Suspension 6. Grievance 7. Convening

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Agreed: November 2014 To be reviewed: November 2015 1 Contents Page 1. Scope and Purpose 3 1.1 Policy Statement 3 1.2 Principles 3 2. Accountability 4 3. Monitoring 7 4. Stakeholders

More information

Dignity At Work Policy

Dignity At Work Policy Dignity At Work Policy For the Health Service Anti Bullying, Harassment and Sexual Harassment Policy and Procedure Summary Introduction The health service employers and health service trade unions have

More information

UNIVERSITY OF MALTA. Sexual Harassment Policy

UNIVERSITY OF MALTA. Sexual Harassment Policy UNIVERSITY OF MALTA Policy and Procedures for Dealing with Complaints of Sexual Harassment SCOPE The sexual harassment policy applies to all those who work and study at the University of Malta. Any reference

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE Content Policy statement 1. Principles 2. Standards 3. Disciplinary procedure 4. Investigation

More information

WHISTLEBLOWING POLICY

WHISTLEBLOWING POLICY For internal use WHISTLEBLOWING POLICY Policy owner: Head of Risk Management Policy date: March 2013 1. PURPOSE This policy is founded upon Mission Australia s ethical statements and value principles.

More information

In some cases, whistleblowers may bring a case before an employment tribunal, which can award compensation.

In some cases, whistleblowers may bring a case before an employment tribunal, which can award compensation. WHISTLEBLOWING Introduction This factsheet has been produced to provide advice on how to negotiate agreements and procedures on whistleblowing for branch officers and stewards. UNISON recognises that employees

More information

Z:\Committee\2015-16\PERSONNEL PANEL\2015-07-14\POLICIES\Discipline Procdure.doc

Z:\Committee\2015-16\PERSONNEL PANEL\2015-07-14\POLICIES\Discipline Procdure.doc DISCIPLINARY PROCEDURE 1. PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst at work or representing the council.

More information

DISCIPLINARY PROCEDURE

DISCIPLINARY PROCEDURE DISCIPLINARY PROCEDURE May 2012 1 Introduction The Disciplinary Procedure applies to all SESTRAN employees. Its main aims are to promote fairness, equity and order in the treatment of individuals and in

More information

Disciplinary and Performance Management Policy & Procedure October 2010

Disciplinary and Performance Management Policy & Procedure October 2010 Disciplinary and Performance Management Policy & Procedure October 2010 Policy control Reference Disciplinary & Performance Management Policy & Procedure Date approved 18 October 2010 Approving Bodies

More information

EQUAL OPPORTUNITIES & DIVERSITY POLICY

EQUAL OPPORTUNITIES & DIVERSITY POLICY 1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects

More information

WHISTLEBLOWING GUIDANCE

WHISTLEBLOWING GUIDANCE WHISTLEBLOWING GUIDANCE 1 Whistleblowing Guidance Introduction 1. This guidance accompanies the NHS LA s Whistleblowing Policy, which deals with the process for staff to raise concerns about internal whistleblowing

More information

Grievance and Disputes Policy and Procedure. Document Title. Date Issued/Approved: 10 August 2010. Date Valid From: 21 December 2015

Grievance and Disputes Policy and Procedure. Document Title. Date Issued/Approved: 10 August 2010. Date Valid From: 21 December 2015 POLICY UNDER REVIEW Please note that this policy is under review. It does, however, remain current Trust policy subject to any recent legislative changes, national policy instruction (NHS or Department

More information

Date Amendments/Actions Next Compulsory Review Date

Date Amendments/Actions Next Compulsory Review Date CTC KINGSHURST ACADEMY STAFF DISCIPLINARY POLICY AND PROCEDURE POLICY REFERENCE: POL017S Policy History Policy Ref & Version Date Amendments/Actions Next Compulsory Review Date POL017S V1.0 1 st September

More information

ISLE OF MAN PRISON SERVICE

ISLE OF MAN PRISON SERVICE ISLE OF MAN PRISON SERVICE CODE OF CONDUCT AND DISCIPLINE Isle of Man Prison Service Code of Conduct and Discipline Contents Statement of Purpose and Values Purpose Prison Service Objectives Values Definition

More information

AGE DISCRIMINATION. Summary of the law on

AGE DISCRIMINATION. Summary of the law on Summary of the law on AGE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply in

More information

3. MISCONDUCT and GROSS MISCONDUCT The following list provides examples of misconduct which will normally give rise to formal disciplinary action:

3. MISCONDUCT and GROSS MISCONDUCT The following list provides examples of misconduct which will normally give rise to formal disciplinary action: WISBOROUGH GREEN PARISH COUNCIL DISCIPLINARY PROCEDURE 1. PURPOSE AND SCOPE This procedure is designed to help and encourage all council employees to achieve and maintain high standards of conduct whilst

More information

NHS North Somerset Clinical Commissioning Group. Whistleblowing Policy (Raising Concerns about Malpractice at Work)

NHS North Somerset Clinical Commissioning Group. Whistleblowing Policy (Raising Concerns about Malpractice at Work) NHS North Somerset Clinical Commissioning Group Whistleblowing Policy (Raising Concerns about Malpractice at Work) Approved by: Quality and Assurance Group Ratification date: July 2015 Review date: July

More information