Page 31 - O'Kelly Sutton Employee Handbook June 23 Revision 2 2020

b) All complaints will be handled in a timely, confidential, and sensitive manner and employees
will receive a fair and impartial hearing.

c) If possible, the employee who believes they have been the subject of harassment should
confirm in writing:

3.3.7.1 The name of the alleged harasser;

3.3.7.2 The date of the incident/incidents;

3.3.7.3 The nature of the conduct complained of;
3.3.7.4 The names of any person’s present.

d) If the investigation reveals the complaint is valid, prompt attention and action designed to
stop the harassment immediately and prevent its recurrence will be taken and the Company's
disciplinary procedure will be used as appropriate. In such circumstances if relocation is
appropriate every effort will be made to relocate the harasser and not the recipient.

3.4 BULLYING
SI 17 of 2002 (Code of Practice detailing procedures for addressing bullying in the workplace) defines
bullying as per 3.4.1 below.

3.4.1 Definition (Bullying)
"Workplace Bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical
or otherwise, conducted by one or more persons against another or others, at the place of work
and/or in the course of employment, which could reasonably be regarded as undermining the
individual's right to dignity at work. An isolated incident of the behaviour described in this definition
may be an affront to dignity at work but, as a once off incident, is not considered to be bullying".

3.4.2 Behaviour that will be considered to be bullying
For the avoidance of doubt the following non-exhaustive list gives examples of behaviour that will be
considered to be bullying:
• Repeated aggressive behaviour;
• Repeated verbal or physical harassment;
• Repeated personal insults and name calling;
• Repeatedly setting impossible deadlines
• Repeated and unnecessary work interference

• Repeatedly refusing reasonable requests without good reasons
• Repeated public or private humiliation
• Persistent criticism;
• Persistent singling out of a person for the butt of jokes, horseplay,

• Uncomplimentary remarks or other behaviour likely to cause offence;
• Unfair delegation of duties and responsibilities.
• Repeated requests for loans.

3.4.3 Informal Procedure
While in no way diminishing the issue or the effects on individuals, an informal approach can often
resolve matters. As a general rule therefore, an attempt will be made to address an allegation of
bullying as informally as possible by means of an agreed informal procedure. The objective of this
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