ࡱ> kmj` 04bjbj 46"  8 ,6$ e2f|qqqddddddd$hhkN e- amqaa e 9eaj R dadg^ " cZ (6.aFdOe0etagkgkcgk cqL6,Bqqq e eMqqqeaaaa    Employment manual section 9 Discipline and Grievance 9f Model bullying and harassment policy Bullying and Harassment Model Policy Everyone will be treated with dignity and respect at this organisation. Bullying and harassment of any kind are in no-one's interest and will not be tolerated in the workplace; this includes bullying or harassment of staff by visitors to this organisation. This policy applies to all staff on and off the premises, including those working away from base. Bullying and harassment will be treated as disciplinary offences. What are bullying and harassment? Harassment, in general terms is unwanted conduct affecting the dignity of men and women in the workplace, where actions or comments are viewed as demeaning and unacceptable to the recipient. It may be related to age, sex, race, disability, religion, belief, nationality or any personal characteristic of the individual, and may be persistent or an isolated incident. Bullying is offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient. Bullying or harassment may be by an individual against an individual or involve groups of people. It may be obvious or it may be insidious. It may be face to face. or in written communications, electronic (e)mail, phone. Whatever form it takes, it is unwarranted and unwelcome to the individual. Examples of bullying/harassing behaviour include: spreading malicious rumours, or insulting someone by word or behaviour (particularly on the grounds of race, sex, disability, sexual orientation and religion or belief) copying memos that are critical about someone to others who do not need to know ridiculing or demeaning someone - picking on them or setting them up to fail exclusion or victimisation unfair treatment overbearing supervision or other misuse of power or position unwelcome sexual advances - touching, standing too close, the display of offensive materials making threats or comments about job security without foundation deliberately undermining a competent worker by overloading and constant criticism preventing individuals progressing by intentionally blocking promotion or training opportunities. Legitimate, constructive and fair criticism of an employees performance or behaviour at work is not bullying. An occasional raised voice or argument is not bullying. Procedures Complaints of bullying and/or harassment, or information from staff relating to such complaints, will be dealt with fairly and confidentially and sensitively using the general format set out in the organisations grievance procedures. However bullying or harassment will not be treated as a standard grievance; it is a serious issue and will be treated as such. Where complaints of bullying or harassment involve your line manager approaches should be made to another appropriate manager. Investigation Complaints will be taken seriously and investigated promptly, objectively and independently. Decisions can then be made as to what action needs to be taken. Informal action If appropriate, the matter will be dealt with informally; sometimes people are not aware that their behaviour is unwelcome and an informal discussion can lead to greater understanding and an agreement that the behaviour will cease. Formal action More serious cases of bullying or harassment will be dealt with under the organisations disciplinary procedures. Where bullying or harassment amounts to gross misconduct, dismissal without notice may be appropriate. The person making the complaint will not be moved unless they ask for such a move. Counselling Counselling will be considered, particularly where investigation shows no cause for disciplinary action, or where it may be useful to help resolve the issue or help support the person accused as well as the complainant. Unfounded allegations Employees lodging a complaint will not be disciplined for doing so unless somebody makes an unfounded allegation of bullying and/or harassment for malicious reasons. The case will then be investigated and dealt with fairly and objectively under the disciplinary procedure. For more information or guidance This information sheet is part of the South London CVS Partnerships employment manual. Community Links Bromley is a membership of the partnership. The manual is designed for use by local voluntary and community organisations. We provide information, guidance and signposting on all aspects of running a voluntary and community organisation. For more information, see our website at www.communitylinksbromley.org.uk. Peter Dyer, Head of Organisational Development tel: (020) 8315 1917 fax: (020) 8315 1924 email:  HYPERLINK "mailto:peterd@communitylinksbromley.org.uk" peterd@communitylinksbromley.org.uk     Community Links Bromley Information Sheets Community House, South Street, Bromley BR1 1RH Tel: 020 8315 1900 Fax: 020 8315 1924 Email:  HYPERLINK "mailto:admin@communitylinksbromley.org.uk" admin@communitylinksbromley.org.uk Web: www.community6789:;<DZabudS?'h>n7h65CJ OJPJQJ^JaJ !hGx5CJ OJPJQJ^JaJ !h>n75CJ OJPJQJ^JaJ hGx5CJ OJQJ^JaJ #h>n7hH5CJ OJQJ^JaJ heK5CJ OJQJ^JaJ #h>n7hM5CJ OJQJ^JaJ #h>n7hW5CJ OJQJ^JaJ #h>n7hW5CJOJQJ^JaJ#h>n7hM5CJOJQJ^JaJ#h>n7h#t5CJOJQJ^JaJ78bc / Q  }{{ & F bd-DM [$^b`gdGx & F d-DM [$gdGx -DM gdGxd-DM [$gdGx -DM gdGxgdGx $gdeK $gd# $gdM44bc / Q ] q ~s./'WbcBXʵzzjzZzKzKZzzhGxhGx0JOJQJ^JhGxhGx0J5OJQJ^JhGxhGx5OJQJ^JaJhGxhGxOJQJ^JhGxhGx0J5OJQJ^JhGxhGx0JOJQJ^JhGxhGxOJQJ^JaJ)hGxhGxB*CJOJQJ^JaJph333 hGxhGxCJOJQJ^JaJhGxhGx5OJQJ^J+h>n7hM5CJOJQJ^JaJmH sH 5F!s~s'V -DM gdGx -DM gdGxdd-DM [$\$gdGx & F bdd-DM [$\$^b`gdGx & F bd-DM [$^b`gdGxVWXjklst34gdHgdfgdyegdf}gdK$gd&gdf}gdGx -DM gdGxjklt12345>@gxz~òáÐn]L]LL hMhyeCJOJQJ^JaJ hMh91CJOJQJ^JaJ hMhrCJOJQJ^JaJ hMhfCJOJQJ^JaJ hMhf}CJOJQJ^JaJ hMhK$CJOJQJ^JaJ hMhhCJOJQJ^JaJ hMh&CJOJQJ^JaJ hGxhGxCJOJQJ^JaJhGxCJOJQJ^JaJhGxhGxOJQJ^JZ\ٙ~oko_oSoh&OJQJmH sH h# OJQJmH sH hh&h&OJQJmH sH h&h&OJQJmH sH hljhlU(hMh&CJOJQJ^JaJmH sH $hMhH0JCJOJQJ^JaJ/jhMhHCJOJQJU^JaJ hMhHCJOJQJ^JaJ)jhMhHCJOJQJU^JaJZ\4444444gdHgd& $dNgd#  &dPgd# 4444444ݴݰ(hMh&CJOJQJ^JaJmH sH h&hlhU h&h&0JOJQJmH sH +jh&h&OJQJUmH sH h&h&OJQJmH sH %jh&h&OJQJUmH sH linksbromley.org.uk 21h:p# / =!"#$% DyK $peterd@communitylinksbromley.org.ukyK Vmailto:peterd@communitylinksbromley.org.ukDyK #admin@communitylinksbromley.org.ukyK Tmailto:admin@communitylinksbromley.org.uk8@8 &Normal_HmH sH tH L@L & Heading 1$@&5CJOJQJmH sH NN H Heading 2$@&5CJ$OJQJhmH sH VV W Heading 3$<@&5CJOJQJ\^JaJJJ & Heading 4$<@&5CJ\aJNN & Heading 5 <@&56CJ\]aJH@H & Heading 6 <@&5CJ\aJZZ H Heading 7$ `0@@&>*OJQJmH sH HH H Heading 8 <@&6CJ]aJd d H Heading 9 $ `0@&^`05CJ$OJQJmH sH DA@D Default Paragraph FontRiR  Table Normal4 l4a (k(No List4@4 &Header  !4 @4 &Footer  !6U@6 & Hyperlink >*B*phF>"F HTitle$a$5CJ0OJQJhmH sH .)1. 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