Jan 06
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.