Examples of intimidating behaviour

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Research for the Department for Business, Enterprise and Regulatory Reform estimates the cost of bullying related absences, staff turnover and productivity to be close to £18 billion.

This highlights the importance of both promoting more positive and inclusive work environments and offering a clear procedure to follow in order to deal with complaints.

This is often the easiest and fastest way with which a complaint can be resolved.

This type of action will usually be suitable in instances where the behaviour has not been repeated or isn’t serious in nature.

If the allegation amounts to gross misconduct the alleged harasser may be suspended as a precautionary measure while the investigation is carried out.When a complaint of bullying or harassment is made the employer must choose whether the allegation should be investigated as a grievance or disciplinary matter.In general, an employer will investigate the complaint as a grievance initially and if it is upheld the information gathered will be used to take disciplinary action.Harrassment is unlawful both in NI and the rest of the UK.Harassment is defined by the Labour Relations Agency as; 'Where one person or persons engage in unwanted conduct in relation to another person which has the purpose or effect of violating that person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person’ In the UK except NI, Harrassment in all forms is covered under the Equality Act.

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