Examples of intimidating behaviour
Advisory Services If practicable, it will be beneficial to set up an advisory service to assist in resolving issues at an early stage and without formal proceedings.
These advisors can offer expert advice on the different options available to the victim and help decide what their next steps should be.
Bullying and Harassment in the workplace is a sensitive issue and one that can cause huge problems for employers, if mishandled.
With an ACAS study revealing that bullying and harassment complaints have been steadily increasing throughout the UK since 1998, it is clear that employers need to adopt clear policies and procedures to ensure they successfully combat the issue.
When a complaint of bullying or harassment is made the employer must choose whether the allegation should be investigated as a grievance or disciplinary matter.
In general, an employer will investigate the complaint as a grievance initially and if it is upheld the information gathered will be used to take disciplinary action.
If the allegation amounts to gross misconduct the alleged harasser may be suspended as a precautionary measure while the investigation is carried out.
In dealing with a complaint inquiries should first be made as to whether the alleged victim wants to take formal or informal action.
If the victim doesn’t want to make a complaint but unacceptable behaviour has been noticed it should still be considered whether an investigation is appropriate.
Once the complaint has been received by the manager he/she should arrange a meeting with the alleged victim and let them know they have the right to be accompanied to this meeting.
This meeting will be used to gather more information on the complaint.
This is often the easiest and fastest way with which a complaint can be resolved.