All companies who employ staff must have an “Anti-Harassment and Bullying Policy”. Companies must also show a commitment to providing a working environment free from harassment and bullying. Employees must respect the rights of their co-workers and follow codes of behaviour set out in the policy. Staff should understand the potential consequence of any abusive behaviour towards co-workers. Managers should also observe the requirements of the policy. If they are unfamiliar with the procedures, they should consider taking an anti harassment and bullying training course. This will help them to understand their responsibilities to all employees under the policy.
“Harassment refers to any threatening conduct that has the purpose of violating a person’s dignity. It can by physical, verbal or non-verbal and creates an intimidating, hostile or humiliating environment for the target.”
“Bullying is offensive, intimidating, malicious or insulting behaviour. It is an abuse of power that can make a person feel humiliated, undermined or threatened.”
The first course of action, is to raise an informal complaint where harassment or bullying is taking place. Communications between all parties on the concerns of the complainant begins in an attempt to find a resolution. A formal complaint procedure is followed where this is not possible. Depending on the nature of the case, the complainant may wish to use The Equality Act, 2010 to support their claim.
Formal Complaint Procedure
The complainant should submit their complaint in writing to their line manager. They should include names, dates, witnesses to the abuse and any relevant information to the case up to the current date. They should also include details of any previous attempts at a resolution.
The company then appoints a manager as the investigating officer. The manager must then conduct the complaint thoroughly, objectively and impartially. Each party meets with the investigating officer who investigates the complaint. All parties have permission to take a representative to the meeting with them.
The course outlines the time frames all parties should work towards and looks at both the rights of the accuser and the accessed. This can include rights to change working arrangements while an investigation is in progress. We also look at confidentiality, data protection and the rights of witnesses in these cases.
When the manager rules on the result of the investigation, both parties receive a copy of the findings in a report which details the outcome of the case. There is a right of appeal which must be made within a week of receiving the decision. The training concludes with case studies to demonstrate some real case history.
|Policy Commitments, Harassment and Bullying||1|
|Informal Steps and Raising a Formal Complaint||2|
|Action Following Investigations||3|
Online assessment for this anti harassment and bullying training is carried out by a series of multiple choice questions. Candidates must answer 70% of the questions correctly to pass each module. We advise you to complete each module and answer the question before moving on to the next module. This provides a better learning experience because you will need to have knowledge from earlier modules to understand some of the material in the later modules. For those who complete the course successfully, a PDF certificate of the award is sent directly to your inbox. Hard copies of the award are available on request. The course takes 32 minutes of training to complete. This is course content only and does not cover the time it takes to answer questions.