The Company recognises the right of all employees to be treated with respect and dignity and is committed to providing a positive work environment with policy and practices for the elimination of all kinds of harassment and bullying. Harassment or bullying at work in any form is unacceptable and will not be permitted or condoned.
All employees should take the time to ensure they understand what types of behaviour are unacceptable under this policy. This Policy covers harassment, including sexual harassment, or bullying which occurs both in and out of the workplace, such as on business trips, customer sites or at work-related social functions. This policy applies to all employees and people working for and on behalf of the Company (including managers, directors, agency workers, and contractors) All colleagues must treat each other with dignity and respect. Even unintentional harassment or bullying is unacceptable.
This policy applies to all interactions, including with customers, suppliers, visitors, and other individuals or organisations we engage with professionally. If any employee is found to be harassing or bullying anyone from these groups, our internal disciplinary process outlined below will apply. However, if an employee is on the receiving end of harassment or bullying from a third party, the "Press Pause" policy will provide our approach to such situations, including the support available and the next steps that will be taken to ensure your safety and well-being.
The Company will treat allegations of harassment or bullying seriously. Anyone found to be in breach of this policy will be liable to disciplinary action which could result in their dismissal.
Harassment related to age, disability, gender reassignment, race and ethnicity, religion or belief, sex, or sexual orientation is unlawful. Both the harasser and the Company may be held liable for this conduct. Harassment may also be a criminal offence and give rise to a civil claim. It may also violate health and safety legislation.
This harassment policy is not contractual but informs individuals of the types of behaviour that are unacceptable and provides staff who are the victims of harassment or bullying with a means of redress. The Company may amend the policy from time to time when it considers it appropriate to do so.
2. What is harassment?
3. What is bullying?
4. Employees’ responsibilities:
5. Managers’ responsibilities:
6. Preventative Duty and Company Responsibilities:
7. Scope and use of harassment procedure:
Due to the seriousness with which the Company views harassment and bullying, informal and formal reporting procedures have been introduced which are separate from and replace the Company’s Grievance Procedure as a mechanism for dealing with complaints.
If you are the victim of harassment, including sexual harassment, or bullying, you must not hesitate to use this procedure for fear of victimisation. Retaliation against an employee who brings a complaint of harassment or bullying is a serious disciplinary offence which may constitute gross misconduct.