Dignity at work
Introduction
Our objective is to have a workplace which is free from harassment and bullying and to ensure that all employees are treated with dignity and respect.
It is the responsibility of all employees to comply with this procedure and the particular responsibility of supervisors and managers to ensure it is carried out, with a view to developing and maintaining a working environment in which harassment and bullying are understood by all to be unacceptable.
All employees have a duty not to bully or harass each other or to help anyone else to do so.
We will not tolerate bullying or harassment in our workplace or outside of the workplace at work-related events or via comments made on any social media networks, whatever the seniority of the perpetrator and whether the conduct is a one-off act or repeated course of conduct, and whether done purposefully or not. Neither will we tolerate retaliation against, or victimisation of, any person involved in the bringing of a complaint of harassment or bullying.
We will take appropriate action if any of our employees are bullied or harassed by our customers or suppliers.
If, after investigation, we decide that you have harassed or bullied another employee, then you may be subject to disciplinary action, up to and including dismissal. Retaliation or victimisation will also constitute a disciplinary offence, which may in appropriate circumstances lead to dismissal.
Allegations of bullying and harassment will be treated seriously. Investigations will be carried out promptly, sensitively and, as far as possible, confidentially. Employees who make allegations of bullying or harassment in good faith will not be treated less favorably as a result.
False accusations of harassment or bullying can have serious effect on innocent individuals. You have a responsibility not to make false allegations. False allegations made in bad faith will be dealt with under our disciplinary procedure.
Inappropriate behavior
‘Bullying’ or ‘harassment’ are phrases that apply to treatment from one person (or a group of people) to another that is unwanted and that has the effect of violating that person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for that person.
Examples of bullying and harassment include:
- Verbal abuse or offensive comments, jokes or pranks related to age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation;
- Lewd or suggestive comments;
- Display of ‘pin-ups’, pornography, inflammatory or abusive literature or graffiti;
- Deliberate exclusion from conversations or work activities;
- Withholding information a person needs in order to do their job;
- Practical jokes, initiation ceremonies or inappropriate birthday rituals;
- Physical abuse such as hitting, pushing or jostling;
- Rifling through, hiding or damaging personal property;
- Subjecting a person to humiliation or ridicule, belittling their efforts, often in front of others
Bullying does not include appropriate criticism of an employee’s behaviour or proper performance management.
It is important to recognise that conduct which one person may find acceptable, another may find totally unacceptable. All employees must, therefore, treat their colleagues with respect and appropriate sensitivity.
What you should do if you are being bullied or harassed?
What you should do if you are being bullied or harassed by a customer or supplier
If you are being bullied or harassed by a customer, supplier or someone else with whom you come into contact at work, please raise this with your immediate manager. We will then decide how best to deal with the situation, in consultation with you.
What you should do if you are being bullied or harassed by a colleague
If you are being bullied or harassed by another employee, you should raise your complaint with the HR Department who will appoint an appropriate manager to deal with your complaint.
Where we think that a disciplinary offence has been committed, we will instigate our disciplinary procedure and will keep you informed of the outcome.