Harassment at work – Reed Business Information UK

Harassment at work consists of any unwanted behaviour perpetrated by one individual upon another which is both persistent and offensive. It can have a devastating effect on the health, confidence, morale and performance of those affected by it. In recognition of this, incidents that take place outside the physical environs of Quadrant House, and where individuals are identifiable employees of Reed Business Information, are covered by this policy. Reed Business Information believes that all employees are entitled to a working environment which respects their personal dignity and which is free from such objectionable conduct. Harassment is a disciplinary offence and incidents will be dealt with under the company’s disciplinary procedure.

Harassment can be:

Unwanted conduct whether verbal or not, which is of a sexual or racial nature, or other conduct based on someone’s race and or gender which affects the dignity of men or women at work; or bullying of colleagues, especially junior colleagues by intimidating behaviour; or unfavourable conduct at work, whether verbal or non-verbal, towards someone based on his/her disability which could affect his/her dignity at work.

The grounds and forms of harassment covered by this policy include:

  • harassment because of an individual’s membership (or non-membership) of a trade union
  • religious or political beliefs
  • gender or sexual orientation
  • race, ethnic origin, nationality, or skin colour
  • disability, sensory impairment or learning difficulty
  • age
  • real or suspected infection with AIDS/HIV
  • prison record

Examples of harassment or bullying would include:

  • sexual or racial banter
  • the display of material with sexual or racial overtones (even if not directed at the complainant)
  • sarcastic personal remarks about colleagues, especially those reporting to you
  • unwelcome physical contact from fondling to battery
  • deliberately ignoring someone you work with, subjecting him/her to the silent treatment
  • display of offensive pictures, gestures, flags, bunting, emblems
  • verbal harassment jokes, offensive language, slanderous gossip, sectarian songs
  • written harassment – personal letters, “joke” verses on notice-boards or walls, offensive e-mails
  • coercion of any kind, whether persistently asking for a date or pressure to join a political or religious group
  • intrusion, such as pestering, spying, following

PREVENTION OF HARASSMENT

Informal Stage

  1. It is entirely in order for a recipient of unwanted conduct amounting to harassment to try to resolve the problem if he/she prefers, by explaining to the individual concerned that the behaviour is not welcome, that it offends or makes the recipient uncomfortable and that it interferes with their work.
  2. Anyone who has been subjected to harassing or bullying behaviour may seek confidential assistance from a Human Resources Manager. All Human Resources Managers have received training to enable them to advise and assist you in devising means of preventing a recurrence of the unwanted behaviour.
  3. An informal approach to a Human Resources Manager will be treated as completely confidential and will not result in any report to anyone within the company unless you agree.
  4. If you prefer, where you find it too difficult or embarrassing to take up the matter yourself, your Human Resources Manager concerned will participate in an informal meeting between you and the individual concerned or will, at your request, approach the individual on your behalf.
  5. The informal stage will not result in any formal internal investigation or disciplinary action but is intended to enable you to resolve the matter yourself without it going any further in the company.
  6. If you consider that you may have been subjected to conduct amounting to a criminal offence (such as sexual assault), you are entitled to seek the assistance of your Human Resources Manager to accompany you to make a formal complaint to a police officer or to provide you with any other assistance you may require. Your Human Resources Manager will inform your line manager of the outline circumstances of the case and will liaise with him or her.

Formal Stage

  1. Where informal resolution is not appropriate, is not requested, or where the outcome has been unsatisfactory, then you may bring a complaint to the alleged harasser’s immediate line manager through the company’s formal grievance procedure.
  2. If you wish, a member of the Human Resources department will help you to prepare your complaint as well as to accompany you to any meetings. All complaints will be thoroughly and expeditiously investigated. They will be conducted in an independent and objective manner by someone unconnected with the allegations and at least of equal grade/status with the alleged harasser. Wherever possible investigations will be completed within 10 working days of the complaint being made.
  3. Investigations will be carried out with sensitivity and with due respect for the rights of both the complainant and the alleged harasser. All those interviewed will be permitted to be accompanied by a colleague.
  4. The importance of confidentiality will be stressed to all those interviewed and everyone will be strictly required not to discuss the complaint with colleagues or friends. Breach of confidentiality may give rise to disciplinary action.
  5. The investigation will focus on the facts of the complaint. Notes will be kept of all stages of investigation and those interviewed will receive notes of the interview to agree. Parties will not be required to repeat distressing or embarrassing details any more than is necessary.
  6. Wherever possible, consideration will be given to ensure that the complainant and the alleged harasser are not required to work together whilst the complaint is under investigation. Where it is not practicable to offer alternative duties to one or other party, the complainant will be given the option of remaining at home on special leave if so desired.
  7. The complainant will be kept informed of the general progress of the process of investigation and will be informed whether the complaint has been upheld and is to result in disciplinary action. The rights of the alleged harasser as to the confidentiality of the details of any disciplinary sanction will be respected.
  8. Where a complaint has been upheld, consideration will be given, wherever possible, to permitting the complainant to choose whether they wish to remain in their current post or to transfer. The company will seek to ensure that the complainant is not in any way penalised whether directly or indirectly for bringing a complaint and the situation will be monitored to ensure that the harassment has stopped.
  9. Even where a complaint is not upheld, eg where the evidence is inconclusive, consideration will be given to arrangements which will enable the parties not to continue to work together against the wishes of either party.
  10. Any complaint that is unfounded and not made in good faith, for example a malicious complaint, will be treated as a disciplinary offence.
  11. Details of all formal complaints of harassment will be collated by the Human Resources Director. These will be reviewed annually to ensure that every effective step is being taken to prevent harassment at work and to monitor the effectiveness of the complaints procedure.

OCCUPATIONAL HEALTH DEPARTMENT

At any stage, if required, both complainant or alleged harasser are encouraged to make use of additional, confidential support from the Occupational Health Department, which can take the form of external professional counselling.

NB: Repeated and substantiated complaints by a manager about the quality and or quantity of an employee’s work do not constitute harassment and are outside the scope of this policy.