We are committed to establishing an environment that is free from any form of bullying or harassment. Our Harassment and bullying: Our zero-tolerance approach defines the terms ‘harassment’, ‘bullying’ and ‘victimisation’ and provides some examples of each type of behaviour (including sexual harassment).
Our Harassment and bullying: Our zero-tolerance approach and Section 5 of this document include our approach to informal resolution which should be referred to and used in the first instance if appropriate.
This procedure should be used where informal attempts to resolve matters have not been successful or where an informal approach is not appropriate. The aim is to get the matter resolved promptly and fairly for all parties involved. We will deal promptly with any complaint in order to restore good working relationships as soon as possible and we expect the person being complained about to cooperate to achieve that aim.
Complaints of bullying or harassment should be raised promptly and dealt with informally if possible. If the matter is serious or if informal routes have been exhausted, it may be necessary to initiate an investigation. If the investigation finds there is a case to answer, the matter is dealt with under the Disciplinary Procedure. If not, then informal means should be found to restore good working relationships.
Complaints should be dealt with impartially to ensure that there is no victimisation of someone who brings a complaint in good faith nor of the person being complained about who may have unfounded claims made against them.
For more information, please see our Complaints of Bullying or Harassment Procedure.