Policies & Procedures

Bullying in the workplace constitutes a real threat to safety, health and welfare of people in the workplace. It can arise in any situation where people are working together. The key objective of this policy is to communicate clearly, so as to avoid any doubt, that instances of bullying will not be tolerated.

 

Definition: Workplace bullying is repeated inappropriate behaviour, direct or indirect, whether verbal or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work. An isolated incident of the behaviour described in this definition may be an affront to dignity at work but as a one off incident is not considered to be bullying (As defined in the report of the task force on the prevention of workplace bullying – published by the Stationery Office, March 2001 and adopted by the Code of Practice on the Prevention of Workplace Bullying)

 

Areas prone to bullying include:

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1. Employment Tenure: A bully may regard new staff as easier targets than more experienced staff members.

2. Size of Employment/Enterprise: it may be easier for a bully to go unchecked in a large organisation.

3. Gender Imbalance/ Age Imbalance: Bullying may be more likely to occur where there is an age or gender imbalance in the workplace.

4. Management of Relationships in the Workplace: Bullying may be more likely to occur in workplaces lacking an effective human resource management system that respects each person individually and monitors and supports work relationships.

5. Organisational Change in the Workplace: Organisational changes in the workplace can increase the risk of workplace bullying.

 

Employee Procedure

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There is an official procedure in place to resolve matters of bullying. The following is a guide to employees who feel they are experiencing bullying in the workplace. The Balance Summer Camp Committee will be fully conversant with the procedure and assist in resolving the problem.

1. Any person who believes he or she is being bullied should explain clearly to the alleged perpetrator(s) that the behaviour in question is unacceptable.

2. In circumstances where the complainant finds it difficult to approach the alleged perpetrator(s) directly, he or she should seek the help and advice, on a strictly confidential basis, from a contact person.

3. Where the incident is serious and unacceptable then immediately seek help and advice, on a strictly confidential basis, from a member of the camp Committee.

 

Procedure

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As a general rule an attempt should be made to address an allegation of bullying as informally as possible by means of an agreed informal procedure. The objective of this approach is to resolve the difficulty with the minimum of conflict and stress for the individuals involved.

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(a) Any person who believes he or she is being bullied should explain clearly to the alleged perpetrator(s) that the behaviour in question is unacceptable. In circumstances where the complainant finds it difficult to approach the alleged perpetrator(s) directly, he or she should seek the help and advice, on a strictly confidential basis, from a contact person on the camp Committee.

In this situation the contact person should listen patiently, be supportive and discuss the various options open to the employee concerned and highlight this document.

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(b) Having consulted with a person on the camp Committee, the complainant may request the assistance of a person on the camp Committee in raising the issue with the alleged perpetrator (s). In this situation the approach of on the camp Committee is by way of a confidential, non-confrontational discussion with a view to resolving the issue in an informal low-key manner.

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(c) A complainant may decide, for whatever reason, to bypass the informal procedure. Choosing not to use the informal procedure should not reflect negatively on a complainant in the formal procedure.