Policy 8.1 Dignity at Work

8.1 Dignity at Work policy

LUU is committed to creating a work environment free of harassment and bullying, where everyone is treated with dignity and respect. The aim of this policy is to protect all LUU employees’ dignity at work. As such, LUU will not tolerate bullying and harassment of any kind. All allegations of bullying and harassment will be investigated and, if appropriate, disciplinary action will be taken. We will also not tolerate the victimisation of a person for making allegations of bullying or harassment or supporting someone to make a complaint.

This policy covers bullying and harassment of and by managers, employees, contractors, agency staff and anyone else engaged to work at LUU. It covers bullying and harassment in the workplace and in any work-related setting outside work, e.g. work trips and work-related social events. Everyone in LUU has a responsibility to act in line with LUU’s values to create and maintain a work environment free of bullying and harassment.

You can help to do this by:

· Treating others with trust and respect

· Adopting a kind and friendly approach at work

· Coming to work with a positive attitude and being aware of how your own behaviour may affect others

· Being open to change your behaviour if necessary

· Being helpful and supportive to intervene where possible to stop harassment or bullying

· Making it clear that you find harassment and bullying unacceptable

· Reporting harassment or bullying to your manager or the People Team

· Supporting LUU in the investigation of complaints relating to this policy

Serious bullying, harassment or victimisation is unlawful and could be seen as a criminal offence. In severe cases individual employees may be personally named in a legal complaint and could be required to pay legal compensation if the complaint is successful.

What does bullying and harassment mean?

Harassment and bullying can have very serious consequences. It may make people unhappy, may cause them stress and affect their health, it may affect their performance at work and could cause them to leave their job.

Examples of bullying behaviour include things such as:

· shouting at staff

· constantly criticizing someone

· being given trivial tasks to do

· regularly making the same person the subject of jokes or insensitive comments

· deliberately or regularly ignoring or excluding individuals from work activities

· blocking promotions

· setting a person up to fail by overloading them with work or setting impossible deadlines

· picking on people in front of others or in private

It is important to remember that bullying and harassment can take many forms; it may occur in a face-to-face setting, by telephone, or in written or electronic communications. Harassment is defined as unwanted or unwelcome behaviour which causes offence, discomfort or embarrassment or makes the recipient feel threatened. Bullying can include unwanted behaviour on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Inappropriate behaviour may include physical, verbal or non-verbal conduct.

It is important to remember that bullying and harassment can take many forms; it may occur in a face-to-face setting, by telephone, or in written or electronic communications. Harassment is defined as unwanted or unwelcome behaviour which causes offence, discomfort or embarrassment or makes the recipient feel threatened. It includes unwanted behaviour on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Inappropriate behaviour may include physical, verbal or non-verbal conduct.

LUU does not tolerate any form of sexual harassment, whether this be verbal or physical. Sexual harassment includes the following, however, this list is not exhaustive:

· unwanted comments, gestures or physical contact

· wolf –whistling or cat calling,

· exposure

· persistent advances

· innuendos

If you feel you have been harassed, you are encouraged to report this to your manager or a member of the People Team. This matter will be dealt with in strict confidence and will be investigated under LUU’s disciplinary procedure.

Bullying is defined as it is offensive, intimidating, malicious or insulting behaviour, and/or an abuse or misuse of power that is meant to undermine, humiliate or injure the person on the receiving end.

Victimisation is defined as treating someone less favourably than other people because that person has:

· made a claim of harassment or bullying in good faith

· helped some other person who is making claim of bullying or harassment (perhaps by providing evidence or some other form of support to that other person)

What to do if you believe you are being subject to harassment or bullying

LUU operates a grievance procedure, details of which are contained in this handbook. However, we recognise that those who have grievances relating to either harassment or bullying may require additional support beyond that is provided by the general grievance procedure.

If you feel you are being subjected to harassment or bullying, you should if you feel confident to do so make it clear to the harasser that you find their behaviour unacceptable. If you are unable to confront the person you may seek advice from your line manager or a member of the People Team.

At your request and if appropriate, someone can raise the issue on your behalf.

Although you may find it distressing, it will assist your case if you are able to keep a diary of the incidences of harassment and the effect it is having on you.

If the harassment does not stop you may take your complaint through the grievance procedure outlined in this handbook. It may not be necessary for you to meet with the harasser as it is sometimes possible for someone to meet with them on your behalf. You will have the right to be accompanied by a work colleague of your choice or trade union representative at any meeting you attend relating to your complaint. You will be kept informed of the general progress of the investigation and the outcome of any disciplinary proceedings.

Where appropriate LUU will consider the use of external mediators.

If you are a member of a trade union, your trade union representative is also available for support throughout this time.

You should be aware that it is not always possible to retain your confidentiality when dealing with a complaint of this kind. We will however seek to do so wherever possible.

What to do if you are accused of harassment or bullying

If you are accused of harassment or bullying at work please consider the following points:

The first sign that there is a problem may be when a colleague tells you that they are upset by your behaviour and asks you to change your behaviour accordingly. Differences of attitude and culture or misinterpretation of social signals can mean that what is perceived as harassment by one person may not seem so to another. Remember that is the person’s reaction to your behaviour that is important.

Consider the complaint carefully and think about whether it can be justified in any way. Try to work with the person making the complaint and others to reach a productive solution for everyone involved.

Also consider that you may only be made aware of the problem when the complaint has been raised with you formally. This may be caused by the person making the complaint not feeling able to raise it with you themselves.

If a formal complaint is made about your behaviour, this will be fully investigated and LUU may bring disciplinary proceedings if appropriate. The disciplinary procedure will be followed and you will have the rights set out in that procedure.

If you are accused of harassment you may take advice from your line manager or a member of the People Team. If you are a member of a trade union, your trade union representative is also available for support. Please remember that all these people are there to help and support you and use of this support will not be interpreted as an admission of guilt.

If the complaint against you is upheld a disciplinary penalty may be imposed up to and including dismissal, depending on the seriousness of the offence. If the complaint is upheld, but you are not dismissed, LUU could decide to transfer you to another post.

If the complaint against you is not upheld, support will be provided for you, the person making the complaint and your manager in making arrangements for you both to resume working and to help repair working relationships.

It may sometimes be necessary for managers to respond to misconduct or poor performance. This will be done in a fair and consistent way and does not constitute bullying or harassment.