Page 79 - Employee Handbook

matter if it becomes a formal complaint.
If you are the victim of minor harassment or bullying you should make it clear
to the harasser/ bully on an informal basis that their behaviour is unwelcome
and ask the harasser/ bully to stop. If you feel unable to do this verbally then
you should hand a written request to the harasser/ bully, and your confidential
helper can assist you in this.

Formal Complaint
As a general principle, the decision whether to progress a complaint is up to
you. However, we have a duty to protect all staff and may pursue the matter
independently if, in all the circumstances, we consider it appropriate to do so.
Where the informal approach fails or if the harassment/ bullying is more
serious, you should bring the matter to the attention of a Director as a formal
written complaint and again your confidential helper can assist you in this. if
possible, you should keep notes of the harassment/ bullying so that the written
complaint can include:
a) the name of the alleged harasser/ bully;
b) the nature of the alleged harassment/ bullying;
c) the dates and times when the alleged harassment/ bullying occurred;
d) the names of any witnesses; and
e) any action already taken by you to stop the alleged harassment/ bullying.
On receipt of a formal complaint we will take action to separate you from the
alleged harasser/bully to enable an uninterrupted investigation to take place.
This may involve suspending them on full pay or making other temporary
changes to working arrangements pending the outcome of the investigation, if
circumstances require.
Where your complaint is about someone other than an employee, such as a
contractor, customer, service user, supplier, or visitor, we will consider what
action may be appropriate to protect you and anyone involved pending the
outcome of the investigation, bearing in mind the reasonable needs of the
business and the rights of that person. Where appropriate, we will attempt to
discuss the matter with the third party.
We will also seriously consider any request that you make for changes to your
own working arrangements during the investigation. For example you may ask
for changes to your duties or working hours so as to avoid or minimise contact
with the alleged harasser or bully.
It may be necessary to interview witnesses to any of the incidents mentioned in your
complaint. If so, the importance of confidentiality will be emphasised to them.

79 Employee Handbook