My HR Knowledge Bank
Welcome to My HR Knowledge Bank. You will find frequently asked questions on all current HR Policies and procedures, links to all policies, useful forms, guidelines and toolkits.
DIGNITY AT WORK |
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Do I have to raise an issue of bullying/harassment informally first or can I just make a formal complaint?
Under the Dignity at Work Policy you should follow the informal route in the first instance. If you are unsure about this then you should discuss it with your HR representative. The Council reserves the right to determine whether there is a need to move straight to the Formal Stage depending on the nature of the complaint.
I don't like the way my colleagues tease someone in my office and I think it amounts to harassment, should I ask them to complain about it?
There is no need to ask your colleague to complain, as you can raise the issue yourself under the Dignity at Work Policy, as it applies to how a person is made to feel in work and if you are uncomfortable about the way your colleagues behave then you have a right to raise the issue.
If you feel the issue is serious enough you can also use the Whistle Blowing Policy.
I have been asked to contribute to a dignity at work case by my manager but I don't have an issue with it personally, do I have to be involved?
If you have factual information that would be useful to the process you would be encouraged to share it. The information you provide would be used by the independent Chief Officer to determine if further action was required. It would only be shared with all parties if the complaint was upheld and referred for disciplinary action.
I have been asked to contribute to a Dignity at work case by my manager but I don’t have an issue with it personally. Do I have to be involved?
If you have factual information that would be useful to the formal process you would be expected to share it. The information you provide would be used by the independent Chief Officer to determine if further action was required. It would only be shared with all parties if the complaint was upheld and referred for Disciplinary action.
I have been asked to provide a statement in relation to a dignity at work matter raised by my colleague against our manager; will my manager see my statement?
The information you provide would be used by the independent Chief Officer to determine if further action was required. It would only be shared with all parties if the complaint was upheld and referred for Disciplinary action.
I have been investigated as a result of a complaint made under the Dignity at Work Policy and the allegations have been shown to have no basis, will action be taken against the person who complained?
Not if the allegations were made in good faith, if it is shown that a person is making false allegations then that can and will be dealt with under the Disciplinary Policy & Procedure. Allegations may well be resolved in the first instance through conflict coaching or mediation.
Both of the Council's Disciplinary Rules Policy and Disciplinary Procedures can be accessed here.
I have made a complaint against my manager under the Dignity at Work Policy; can I discuss it with my colleagues in the team?
In the first instance the details of the complaint should remain confidential. You will have the opportunity to try to resolve the issues through conflict coaching and mediation and should this be unsuccessful then you should only discuss it with those colleagues who will be required to contribute to the formal process.
I have submitted a complaint under the Dignity at Work policy, what happens next?
A representative of Human Resources will contact you and arrange to meet with you to gather further information. They will explain the options including the informal, conflict coaching or formal procedure to you the Flowchart on page 10 of the policy shows the process as well.
I think I am being bullied can I register a Grievance?
No, bullying at work is covered by the Dignity at Work Policy and you should use the procedure outlined there to raise issues around bullying.
The Flowchart on Page 10 of the Policy shows how this works.
The Council's Dignity at Work Policy can be accessed here.
One of my employees has made allegations against me, what will happen to me if these allegations are upheld?
If the allegations are upheld and cannot be resolved through conflict coaching or mediation, the Chief Officer may refer the matter for consideration under the Council’s Disciplinary Rules and Procedure.
Both of the Council's Disciplinary Rules Policy and Disciplinary Procedures can be accessed here.