POLICY: Digniity At Work Policy
DIGNITY AT WORK
POLICY
1.
Policy Statement
This policy has been developed in partnership with management and staffside representatives 1.1 The Trust recognises that the existence of any form of bullying or harassment/victimisation can create a threatening or intimidating work environment, which adversely affects job performance, health and well being. The
Trust is committed to protecting its staff from bullying and harassment and will not tolerate any such incidents at work or in a work related environment such as social events linked to employment.
1.2
1.3
The Trust also recognises it has a duty to ensure the good practice laid down in this policy applies equally to contractors, employees of other organisations on …show more content…
The Trust will endeavour to assist with providing counselling and support where necessary. Following a case of harassment, it is the manager’s responsibility to monitor the situation in the workplace closely to ensure that the harassment has stopped and that there is no victimisation of any of the parties involved.
Definitions
Bullying
2.1
Bullying differs from harassment in that the focus is rarely based on gender, race or disability and is rarely a single incident. It tends to be an accumulation of many small incidents, each of which, when taken in isolation, seems trivial.
Bullying can be defined as any unsolicited, unwelcome, hostile or offensive act, expression or derogatory statement including incitement to commit such behaviour. The intention is less important than the effect on the individual.
Examples of bullying include:
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•
•
•
•
shouting at a colleague negative, unfair, targeted comments on a colleague's personal or professional performance devaluing a colleague's contribution criticising a colleague in the presence of others withholding information with the intent of affecting a colleague's performance
Bullying is not the use of constructive criticism expressed by a
POLICY
1.
Policy Statement
This policy has been developed in partnership with management and staffside representatives 1.1 The Trust recognises that the existence of any form of bullying or harassment/victimisation can create a threatening or intimidating work environment, which adversely affects job performance, health and well being. The
Trust is committed to protecting its staff from bullying and harassment and will not tolerate any such incidents at work or in a work related environment such as social events linked to employment.
1.2
1.3
The Trust also recognises it has a duty to ensure the good practice laid down in this policy applies equally to contractors, employees of other organisations on …show more content…
The Trust will endeavour to assist with providing counselling and support where necessary. Following a case of harassment, it is the manager’s responsibility to monitor the situation in the workplace closely to ensure that the harassment has stopped and that there is no victimisation of any of the parties involved.
Definitions
Bullying
2.1
Bullying differs from harassment in that the focus is rarely based on gender, race or disability and is rarely a single incident. It tends to be an accumulation of many small incidents, each of which, when taken in isolation, seems trivial.
Bullying can be defined as any unsolicited, unwelcome, hostile or offensive act, expression or derogatory statement including incitement to commit such behaviour. The intention is less important than the effect on the individual.
Examples of bullying include:
•
•
•
•
•
shouting at a colleague negative, unfair, targeted comments on a colleague's personal or professional performance devaluing a colleague's contribution criticising a colleague in the presence of others withholding information with the intent of affecting a colleague's performance
Bullying is not the use of constructive criticism expressed by a