Public and Commercial Services Union

This might be part of an overall policy perhaps called a ‘Dignity at Work’ policyand might contain policies on harassment, discrimination, violence and bullying.

It is important to make sure there is a separate section with clear definitions of bullying, to avoid lack of clarity.

Similarly, it is important to have a separate procedure on dealing with bullying, rather than just using the grievance or disciplinary procedures, because these may not be sufficiently flexible to deal with the problem effectively.

What a bullying policy should include

A policy statement should include:

• A clear statement of commitment to eliminating bullying, signed by senior management.
• An acknowledgement that bullying is an issue for the organisation.
• A statement that bullying is unacceptable behaviour at work, that bullying is a disciplinary offence and that serious cases could result in dismissal, if upheld.
• The responsibilities of supervisors and managers.
• Details of the steps that the organisation will take to address bullying, such as: training managers and employees in their rights and responsibilities; publicising the policy throughout the whole workforce;  providing a specific procedure for dealing with complaints; taking prompt and effective action when incidents are reported; ensuring that all complaints are dealt with sensitively and confidentially
• A clear definition of bullying and examples of unacceptable behaviour.
• That behaviour outside of the workplace can also be brought within the process, where it is clearly related to the working relationship.
• State that no employee will be victimised for bringing a complaint.
• Reference to the investigative process, includ­ing timescales for actions to be completed.
• Guarantees of confidentiality for complainants.
• How the policy is to be implemented, monitored and reviewed. .

Statement of managers’ responsibilities

Managers are responsible for setting standards of behaviour in the workplace, which comply with the organisation’s policies and the law. they are responsible for ensuring that these standards are met.

Statement of employees’ responsibilities

All employees have a responsibility to main­tain a work environment in which all staff are treated with respect. they should ensure their own conduct does not cause offence.

Procedures for publicising the policy and for education and training

All staff should be given a copy of the policy and made aware of the procedures for making a complaint or obtaining advice.

Managers should be trained on their respon­sibilities. ideally all staff should receive training on dealing with bullying. the policy should also be brought to the attention of contractors, clients, visitors, etc.

Contact officers

The policy might include details of indepen­dent volunteers, neither management nor union, who act as a first point of contact for someone experiencing bullying.

They should receive appropriate training and have a clear statement of what their role is – and of what it is not