Dignity at Work Policy

 

Contents  - Section
1	Introduction
2	Purpose and scope
3	Key  Principles
4	Responsibilities
5	Acceptable behaviour
6	Procedure for dealing with complaints
7	Guidance for those accused of unacceptable behaviour
8	Monitoring and review of policy
Appendix 1 –Definitions of harassment, bullying and Victimisation
Appendix 2 - Sources of support and advice

 

 

 

1.         Introduction

1.1.    FAST is committed to providing an environment that is stimulating and supportive and free of harassment, bullying and victimisation, by any person whether FAST volunteer, student/candidate or an external third party.

 

1.2.    All Members have a right to be treated, and have an obligation to treat others, with dignity and respect. Bullying and harassment can seriously worsen working, studying and social conditions.

 

1.3.    The policies of FAST set out the commitment to development of inclusive and supportive learning and working environments for all students/candidates and Members, where all individuals have the opportunity to fulfil their potential.

 

1.4.    FAST is determined to eradicate any harassment, bullying and victimisation and will maintain a zero tolerance approach to unacceptable behaviour at work.

 

 

1.5.    The effects of unacceptable behaviour can be wide ranging and include:

 

➢   Damage to morale

➢   Poor performance/reduced efficiency

➢   Increased absence and ill health (particularly stress related)

➢   Poor corporate image in the community

➢   Increased Member turnover poor retention

➢   Possibility of legal action being taken

 

1.6.    The policy is designed to ensure that Instructors, students and Members are confident, if they bring a complaint in good faith, that the matter will be dealt with according to this procedure and that they will not be subsequently victimised or disadvantaged in any way.

 

1.7.    FAST recognises that informal channels can be a preferred means of preventing or stopping harassment, bullying or victimisation. Any reported incidents will be regarded seriously and dealt with appropriately by FAST President, Vice President and selected Committee Members.

 

1.8.    Appendix 1 contains definitions and examples of harassment, bullying and victimisation.

 

 

2.     Purpose and scope

2.1.    The purpose of this policy is to define acceptable behaviours for all members, outline the legal position and identify the responsibilities of Instructors and Members of FAST. The policy also outlines the procedure for action when behaviour falls short of the standards of acceptable behaviour.

 

2.2.    This policy follows International and European Law and guidance on bullying and harassment at work and in voluntary associations.

 

2.3.    The policy applies to all Members and FAST recognises that the person responsible for unacceptable behaviour may be a Committee Member, Instructor, student or Member.

 

2.4.    Unacceptable behaviour by Instructors is dealt with under the Policy for Bullying and Harassment of or by Instructors.

 

2.5.    The policy does not cover Members’ common grievances. Grievances, which arise directly out of a Member’s designation or organisational changes, will be dealt with separately.

 

 

3.     Key principles

3.1.    Timeliness - Every reasonable effort will be made to deal with complaints in a timely manner, balancing the need to resolve issues quickly with the need to ensure that they are dealt with appropriately. It is recognised that delay results in stress for all parties involved and should be avoided.

 

3.2.    Confidentiality - All information concerning complaints must be treated in the strictest confidence in order to protect those involved. Matters will be dealt with confidentially and sensitively by all parties involved.

 

3.3.    Awareness - All Members will be made aware of the acceptable standards of behaviour and the policy via FAST communications. All new recruits will be advised about the policy as part of their induction.

 

3.4.    Support - Appendix 2 details those people who can be contacted by Members for confidential support and/or advice at any time on how to deal with situations.

 

3.5.    Equality and diversity - At all stages proper consideration should be given to the equality and diversity implications and needs of the individuals involved to ensure that matters are dealt with in a fair and equitable way. Information about the sources of support and advice available will be provided to all parties involved in any complaint.

 

4.     Responsibilities

4.1.    Instructors – have a responsibility to treat all students colleagues and Members with dignity and respect and take appropriate measures to ensure that bullying, harassment or victimisation does not occur.

 

4.2.    All Members - have a responsibility to report any witnessed or suspected incidents of harassment, bullying or victimisation immediately to the President/Vice President or contact one of the people listed in appendix 2 for support and/or advice.

 

4.3.    Instructors - should themselves demonstrate a high standard of behaviour and demonstrate to students/Members what behaviour is acceptable and expected while on duty.

 

4.4.    Instructors - should help create a working environment in which all Members feel able to challenge inappropriate behaviour.

 

4.5.    Instructors - have a responsibility to treat all Members fairly with consideration for their dignity.

 

4.6.    Appropriate action should be taken by Instructors to stop unacceptable behaviour if it occurs and ensure all incidents are dealt with seriously, promptly and fairly. Instructors should keep notes of actions taken and follow up with students to ensure the situation has improved. (Especially if on recruit courses).

 

 

5.     Acceptable behaviour

5.1.    All Members of FAST are expected to:

 

•   treat all others with dignity and respect

•   conduct themselves professionally

•   not behave in a manner that could be offensive to others

•   be pro-active in developing and maintaining effective working relationships

•   take appropriate action where there are difficulties in working relationships

 

5.2.    Behaviour that is offensive to one individual may not be to another, but most of the time people are able to judge correctly how they should behave. Differences of opinion are to be respected, although there are occasions when behaviour can become undermining and destructive. On these occasions Members should be entitled to point this out without becoming subjected to a violation of their dignity.

 

5.3.    Unacceptable behaviour may constitute a pattern of repeated behaviours in which individual incidents are borderline, but which taken together, breach the bounds of acceptability. The behaviour does not need to be ongoing; a single event of unreasonable behaviour is enough for the Member or member of the public to make a complaint.

 

5.4.    There are some types of behaviour that would always be considered to fall below the threshold of acceptability. These include assault, discrimination, harassment, bullying or victimisation.

 

5.5.    Unacceptable behaviour should not be confused with normal management authority carried out in a reasonable manner, including legitimate, constructive and fair criticism of Member’s performance or conduct.

 

 

6.     Procedure for dealing with complaints

6.1.    Every effort should be made to use informal means to stop the perceived offensive behaviour. Many people are unaware that their behaviour is unacceptable and if this is clearly pointed out to them, the problem can often be resolved. It is important to raise issues as soon as possible after the event so that the details are still fresh in people’s minds.

 

6.2.    The complainant could approach the person(s) directly and make it clear which aspect of their behaviour is considered unacceptable, explain the effect this is having on them and ask them to stop. The complainant may determine how to approach the person e.g. by asking for a confidential meeting.

 

 

6.3.    If the complainant finds it difficult to approach the person(s) they could contact the following people in confidence for support and/or advice on how to deal with the situation. Further details can be found in Appendix 2.

➢   The President/Vice President

➢   Committee Member

 

            This is not an exhaustive list and other options may be possible.

 

6.4.     Where the complainant is unable or does not wish to approach the person(s) directly they should discuss the matter with a Committee Member.  It may be useful for the complainant to capture the nature of their complaint in writing;  eg the name of the Member against whom the complaint is being made, the nature of the unacceptable behaviour complained about, dates and times when the offences occurred, examples of specific incidents any supporting evidence (eg emails), names of any witnesses to the incident(s).

 

6.5.    If a Committee Member is the subject of the complaint, the complainant should report to the President/Vice President, who will consider the most appropriate resolution.

 

6.6.    The Committee Member will assess the situation and advise on the most appropriate intervention to resolve the matter. This may include:

➢   The Committee Member assisting the complainant to raise the issue with the person concerned.

➢   The Committee Member meeting confidentially with both parties, either separately or together so that there is an understanding of the behaviour, its effect and an agreed outcome on what changes in behaviour are necessary.

➢   Using a source of support and advice – (appendix 2)

 

➢   The use of an independent mediator - mediation is a voluntary process where the mediator helps two or more people in dispute to find an agreeable solution to an issue.

➢   Provision of training, coaching, mentoring or counselling for relevant Members determined by the Executive committee. Anonymity will be provided to the  who raised the complaint.

 

➢   Undertaking a work-related stress risk assessment

6.7.     Instructors should keep a note of any discussions relating to the complaint and document interventions agreed. Instructors should monitor the situation and follow up with the complainant to ensure that there is no repetition of the problem.

 

6.8.    It may be concluded that a disciplinary offence has occurred and the procedure for dealing with matters of Conduct should be invoked.

 

 

6.9.    If the complainant feels that their complaint has not been dealt with appropriately they may choose to raise a formal grievance under Stage 2 of the Grievance Procedure to resolve their complaint.

 

7        Guidance for those accused of unacceptable behaviour

FAST recognises that it can be distressing for a  to have a complaint made against them, particularly where they have acted appropriately (e.g. Instructor/Committee Member supervising the performance or conduct of a Member). Key figures may contact one of the people listed in appendix 2 for support and/or advice if they have a complaint made against them.

 

 

 

 

This Policy is a working document and will be revised annually or as circumstances decree.

 

 

 

Appendix 1  :  Definitions and examples of harassment, bullying and victimisation

 

Harassment

Current legislation defines harassment as: unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. Protected characteristics are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

 

Harassment applies to all protected characteristics, except pregnancy and maternity, where any unfavourable treatment may be considered discrimination. Marriage and civil partnership are also not covered.

 

Examples of behaviour which are likely to constitute harassment include:

 

➢   verbal abuse - including verbal threats, derogatory name calling, insults, ridicule or belittling of another person

➢   physical assault or threat of violence

 

➢   intrusive behaviour - invasion of personal space, pestering, spying or stalking

 

➢   persistent, unwelcome contact - including text messages, emails, phone calls, gifts

 

➢   exclusion - from normal conversation in the work environment or from social events

 

➢   deliberately undermining someone - by spreading malicious lies, making insulting comments or bringing a vindictive allegation of unacceptable behaviour

 

➢   display or circulation of abusive or offensive materials on paper or electronically

➢   Sending offensive text messages

 

➢   using humour to put another person or group of people down e.g. telling jokes that are sexist, racist or about an individual’s sexual orientation

 

The complainant need not possess the relevant protected characteristic themselves.

 

Harassment can be carried out face to face, in writing (including emails and social media) via telephone or visual images. The unreasonable behaviour can occur away from the workplace, for example social events, Christmas parties etc.

 

 

 

Bullying

Bullying is a form of harassment but does not need to be related to any protected characteristic. As with other forms of harassment there is no requirement to demonstrate intent to bully. The European Law definition of bullying is: offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient.

 

Examples of behaviour which are likely to constitute bullying are:

 

•   psychological intimidation, humiliation, excessive and/or unreasonable criticism or fault finding of any colleague or peer

 

•   asserting a position of superiority in an aggressive, abusive or offensive manner, including via electronic media

 

•   preventing an individual progressing by intentionally blocking promotion or training opportunities

•   preventing access to resources

•   unfair allocation of work and responsibilities or setting unreasonable goals or targets in work

•   abuse of power or behaviour that causes fear or distress for others

 

•   acting unreasonably by failing and refusing to listen, reflect and take appropriate account of the position or needs of other people

 

•   withholding work by refusing to delegate appropriately, punishing competent people by removing their responsibilities, unreasonably limiting their access to facilities, treating people in an unprofessional manner, or refusing to follow agreed and fair procedures

The key criterion is that actions or comments are viewed as offensive and unacceptable by the recipient. The unreasonable behaviour does not need to be directed at a Member for them to view it as offensive and make a complaint.

 

Bullying can be carried out face to face, in writing (including emails and social media) via telephone or visual images. The unreasonable behaviour can occur away from the workplace, for example social events, parties.

 

 

Examples of anti-gay bullying or harassment include:

 

•      making homophobic insults and threats

 

•      making unnecessary and degrading references to an individual’s sexual orientation

 

•      engaging in banter or making jokes which are degrading to a person’s sexual orientation or perceived sexual orientation

 

•      outing an individual as LGB without their permission

•      ignoring or excluding a colleague from activities because they are LGB

 

•      spreading rumours or gossip about an individual’s sexual orientation

•      asking an LGB colleague intrusive questions about their private life

 

•      making assumptions and judgements about a colleague based on their sexual orientation

 

•      using religious belief to justify anti-gay bullying and harassment

 

Victimisation

Victimisation is defined in legislation as occurring when a Member is treated badly because they have made or supported a complaint or raised a grievance or because they are suspected of doing so.

 

Victimisation can be described as subjecting a Member to unfavourable treatment because in good faith they have:

•      taken out court proceedings under appropriate legislation, or they have indicated their intention to do so

•      given evidence or information in connection with the proceedings

•      done any other thing for the purposes or in connection with relevant legislation

•      participated in an investigation of a complaint, or participated in any disciplinary hearing arising from an investigation

•      made an allegation that a person has harassed or unlawfully discriminated against them.

In the UK and EU, legislation also makes harassment potentially a criminal offence and gives the harassed party the right to legal redress.

 

 

Harassment, bullying and victimisation by electronic methods

 

The use of electronic communication is increasing, which potentially increases the likelihood of bullying, harassment and victimisation by electronic means.

 

Examples are:

•   downloading, displaying or printing offensive material from an internet source in the presence of or for distribution to another person or group of people

 

•   using, displaying or saving offensive materials (e.g. screensavers, webpages, photographs etc) which are accessed, or viewed by another person or group

 

•   sending or forwarding emails which contain content that could be perceived as bullying or harassing in nature; according to the definitions within this policy

 

 

 

Harassment, bullying and victimisation by an external third party

 

Members who feel they have been harassed, bullied or victimised at work by an external third party who is not a member of FAST (e.g., client or member of the public) must report the incident to the President/Vice President who will determine the most appropriate course of action. Action will vary dependent upon the nature of the complainant’s role and their contact with the external party.  Assault or personally directed verbal abuse may result in consultation with the Policía Local/Guardia Civil

 

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Appendix 2  :  Sources of support and advice

 

Members who feel that they have been subjected to or witnessed behaviour that they feel is inappropriate have several people who they can currently contact for support and advice on how to deal with the situation as follows:

The President                                             Suzanne Reid

Vice President                                             Stuart Dodsworth

The Hon Secretary                                     Jayne Miller

Social Support                                            Ruth Baxter