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What reps can do to address bullying complaints

You should be aware of any policies and procedures that your employer has put in place to address complaints of bullying or harassment. keep up to date with any developments or changes to the policies.

If a member comes to you saying she or he has been bullied, you should:

  • Treat their complaint seriously, listen sympathetically and be supportive.
  • Kep what the member tells you confidential.
  • Make it clear that the union will help but that it is for the member to decide what action they wish to be taken.
  • Enourage the member to keep a written record of any incidents, including facts, time, date, what was said and how they felt.
  • Fnd out whether other workers have experienced similar problems.
  • Ask the member how she or he wishes to proceed.
  • Spport the member if she or he wishes to challenge the bully.
  • Ofer to represent and support the member at every stage of any action.
  • If the member wishes to make a complaint, help them do so if they need you to.
  • Make sure the procedure is followed quickly and correctly.

Be aware of time limits within the employ­er’s procedure and for employment tribunals. pcs does not condone bullying, but all members have the right to representation and to a fair investigation of any allegation.

The role of health and safety reps

Health and safety reps have specific legal rights, which are relevant to tackling bullying. these include:

  • The right to investigate potential hazards. » the right to inspect the workplace and talk to members in confidence.
  • The right to take up health and safety complaints of members.
  • The right to be consulted about health and safety matters.
  • The right to health and safety information from the employer.
  • The right to inspect health and safety documents held by the employer.

These rights can be used to investigate sources of stress such as bullying and to ensure there is a strategy to deal with them.

Local union reps and safety reps should liaise and consult about the best way to deal with bullying in the workplace.

Representing someone accused of bullying

Members may also be accused of bullying and they are equally entitled to representation.

 
Reps approached to assist someone accused of bullying will also need to understand the employer’s procedure and how any investigation will be carried out. do not take sides.
 
Your role is to ensure that the accused member is dealt with fairly and, if found to have been guilty of bullying, any mitigating circumstances, such as increased pressures to deliver excessive workloads from insufficient resources and lack of adequate person management skill training, are identified as part of any disciplinary process.
 
The member should be advised to accept counselling and training on appropriate behaviour if the complaint is upheld.
 

Representing both sides of a dsipute on bullying

 
Where PCS is asked to represent both parties to a complaint, they should have separate representation. the representatives should be of similar levels of seniority and experience.
 
Witnesses may also request representation during questioning.
you should make sure that both parties feel that the representation arrangements are fair and even-handed.
 
In case of difficulties, reps should contact their group, regional centre or bargaining unit for advice.

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