Stokers A5 Handbook Policies APR24 with links

Confidentiality AND Support Employees who make complaints or who participate in good faith in any investigation must not suffer any form of retaliation or victimisation as a result. Anyone found to have retaliated against or victimised someone in this way, or who has falsely accused someone of harassment or bullying in bad faith, will be subject to disciplinary action under Stokers’ Disciplinary Policy and Procedure. If an employee believes that they have suffered any form of retaliation or victimisation they should promptly inform their manager or the HR department. If the matter is not remedied, they should raise it formally. Stokers may offer access to confidential counselling, which is available on request from the HR department for anyone affected by, or accused of, bullying or harassment. Confidentiality is an important part of the procedures provided under this policy. Information about a complaint by or about an employee may be placed on their personnel file, along with a record of the outcome and of any notes or other documents compiled during the process.

Bullying can take the form of physical, verbal and non verbal conduct. Bullying may include, by way of example and without limitation:

• Physical or psychological threats; • Overbearing and intimidating levels of supervision; or • Inappropriate derogatory remarks about someone’s performance.

Legitimate, reasonable and constructive criticism of a worker’s performance or behaviour, or reasonable instructions given to workers in the course of their employment, will not amount to bullying on their own.

PROCEDURE Informal Procedure

Alike to our Grievance Procedure, if an employee feels that they are being harassed or bullied, they should consider whether they feel able to raise the problem informally with the person responsible. The employee should explain clearly to the person responsible that their behaviour is not welcome. If this is too difficult or embarrassing, the employee should speak to their manager or the HR department, who can provide confidential advice and assistance in resolving the issue formally or informally. If the employee is not certain whether an incident or series of incidents amounts to bullying or harassment, they should initially contact their manager or the HR department informally for confidential advice. If informal steps are not appropriate, or have been unsuccessful, the employee should follow the formal procedure set out below. Formal Procedure If an employee wishes to make a formal complaint about bullying or harassment, they should submit it in writing in line with the business’s Grievance Policy to the HR department, who will make arrangements to achieve a solution wherever possible. Any written complaint should set out full details of the conduct in question, including the name of the harasser or bully, the nature of the unwanted conduct, the date(s) and time(s) at which it occurred, the names of any witnesses and any action that has been taken so far to attempt to stop it from occurring.

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