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thirdparty, such as a human resource specialist, into the process Where an employee feels that they
are unable to state the problem or their case properly, they may ask a representative to accompany
them. A full investigation into the job-related problem will be conducted. A MANAGER shall prepare
a summary of the employee's complaint and solutions proposed following the interview, a copy of
which will be given to all concerned. This decision will be final and there will be no further
consideration of the grievance within the Company. Should the employee wish to pursue the matter
further they may refer the issue to an appropriate external forum.
In the event of issues arising, which cannot be immediately resolved, and in order that the Company
may investigate the matter fully and without prejudice in accordance with the above procedure, it
may be necessary and appropriate to suspend employees with pay during the period of investigation.
All employees involved in the investigation are expected to respect the need for confidentiality. Failure
to do so will be considered a disciplinary offence.

In all stages of the grievance procedure confidentiality is essential.
3.2.4 Grievances during disciplinary procedures
If an employee raises a grievance, where the reason for the grievance is actual disciplinary action by
the Company, we will hear the grievance as part of a disciplinary appeal hearing (see 3.1.6 Appeals).

In the event that the Company is notified of the grievance after an appeal hearing has been held, a
separate grievance meeting will be held.

3.3 HARASSMENT AND SEXUAL HARRASSMENT
The Company fully supports the right of all employees to seek, obtain and hold employment without
discrimination. The Company is therefore committed to ensuring that the workplace is free from
sexual harassment, harassment and bullying. All employees should be aware of the provisions of this
policy.

Harassment is a form of discrimination. It is usually unlawful behaviour contrary to the Employment
Equality Acts, 1998-2015, or the Equal Status Act, 2000, and may also constitute Defamation at
Common Law, or under the Defamation Act, 1961 or Article 40.3.2 of the Constitution and it is also
improper and inappropriate behaviour, which lowers morale and interferes with work effectiveness.

Harassment will not be permitted or condoned within the working environment. Appropriate
disciplinary action, including dismissal for serious offences, will be taken against any person who
violates this policy.

3.3.1 Definition (Harassment)
Harassment is defined as any form of unwanted conduct related to a person's relevant characteristic
as defined by the Employment Equality Acts, 1998-2015 being conduct which has the purpose or effect
of violating a person's dignity and creating an intimidating, hostile, degrading, humiliating or offensive
environment for the person.
3.3.2 Behaviour that may constitute harassment
Many forms of behaviour may constitute harassment including: -

• Verbal harassment - jokes, comments, ridicule or songs.
• Written harassment - including faxes, text messages, e-mails or notices.
• Physical harassment - jostling, shoving or any form of assault.
• Intimidatory harassment - gestures, posturing or threatening poses.
• Inappropriate use on on-line social media platforms and/or forums
• Visual display such as posters, emblems or badges or on-line content posted to social media
platforms
• Isolation or exclusion from social activities.
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