Procedure for dealing with Staff Harassment & Bullying

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Jan 06

Procedure for dealing with Staff Harassment & Bullying

UCL Harassment policy: http://www.ucl.ac.uk/hr/harassment

Decides no further action necessary

Member of staff perceives that they have been harassed or bullied

Talks informally with appropriate person

Staff and advisor/line manager have informal discussion with alleged harasser

What is Harassment?

Harassment is unwanted conduct which has the purpose or effect of violating a person’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Harassment can be based on:

- Sex/gender identity - Religion/Belief

- Race - Sexual Orientation

- Disability - Age

What is Bullying?

Bullying is the exercise of power over another person through negative acts, or behaviour that undermines that person personally and/or professionally.

Bullying is to be distinguished from vigorous academic debate, or the actions of a manager legitimately and appropriately invoking approved capability and disciplinary procedures in accordance with UCL policy.

Resolved – no further action necessary

Not resolved

Referral to UCL’s Mediation

Service http://www.ucl.ac.uk/hr/docs

/mediation.php

Formal complaint to

Head of Department & forwarded to Director of HR

Formal investigatory panel

Who should I talk to?

My line manager or a senior manager

Designated harassment advisor

Support also available from Employee Assistance Scheme http://www.ucl.ac.uk/hr/occ_health/emp_assistance_progra m.php

Key Points

UCL is committed to preventing harassment and bullying and creating a culture at UCL in which harassment and bullying cannot flourish

Allegations of harassment and bullying received either formally or informally through this policy must be taken seriously by managers and dealt with promptly and sensitively

Where it is possible to resolve the matter by informal means, every effort should be made to do so

Where a complaint of harassment and bullying is upheld, this could result in disciplinary action being taken against the perpetrator

UCL will ensure that any member of staff raising a concern under this policy is not victimised as a result.

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