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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One of my employees has made allegations against me; will I be given the opportunity to refute these allegations?
Yes, you will be asked to meet with the investigating officer to provide a statement (and if necessary provide any further supporting evidence) as outlined in the Dignity at Work Policy.
The Council's Dignity at Work Policy can be accessed here.
One of my employees has made allegations against me. Can I have legal representation in any meetings I attend about this?
No. A trade union representative or work colleague may advise and support you outside of the process but the conflict coaching, subsequent meetings or mediation are held between the affected parties and with no representation as outlined in the Dignity at Work Policy.
What is the difference between Grievance and Dignity at Work?
The Dignity at Work Policy has been created to deal with matters of bullying and/or harassment where an employee perceives they (or their colleague/s) have been subject to bullying or harassment in the workplace. The Grievance Policy will be used to deal with all other types of complaint.
Both Council policies can be accessed here.
What is the difference between making an informal and formal complaint?
The informal route involves taking part in some sessions of conflict coaching with a trained coach with the aim that a meeting can take place between the person making the complaint and the person being complained about. They would then be able to talk through the issues and come to a resolution. If they are not able to meet without support, referral to mediation is available to achieve this.
The formal route involves the complaint being fully investigated by Human Resources, this will include interviewing the people involved and any witnesses and a report being made to an independent Head of Service or Service Director who will decide whether any further action is needed. An example of how this may work is accessible here, or from the Flowchart included in the policy.
Why is there no right to appeal?
Dignity at Work relates to how individuals are made to feel or perceive behaviours of others. Conflict coaching and mediation provides the opportunity to understand each other and resolve the conflict. If the complaint proceeds to the formal route there will be an opportunity for all parties to contribute and provide information as part of the investigatory process. Under the Dignity at Work Policy a full and thorough investigation will be undertaken and the independent Chief Officer will have already been provided with the full facts of the case before making the decision.
Will I be expected to continue working with the person I made a complaint against, whilst a dignity at work investigation is ongoing?
Yes, in the first instance both you and the other person would have the opportunity to access conflict coaching to resolve the issues, however all parties involved should remain professional in the workplace whilst the matter is ongoing.