Ukft Draft Harassment Policy

UKFT DRAFT HARASSMENT POLICY

1.Introduction

1.1We are committed to providing a work environment for our employees, which is free from embarrassment, intimidation, threats, discrimination or harassment. Harassment, whether bullying, sexual or racial, will not be tolerated under any circumstances. We will do all that is reasonably possible to prevent harassment occurring and will take all necessary steps to ensure this policy is implemented effectively.

1.2It should be noted that the definition of harassment is one, which is personal to the recipient, and therefore any action, which is deemed to be offensive or distressing, will be dealt with seriously.

1.3It is the duty of all employees, and in particular managers and supervisors, to ensure that our policy on such harassment is carried out as quickly and thoroughly as possible.

1.4We recognise that harassment can have the effect of humiliating, offending and demeaning the employee against whom it is aimed. As a result, the effectiveness and efficiency of the company may be damaged. We consider harassment to have the potential to amount to gross misconduct, which will be dealt with under the disciplinary policy and may lead to dismissal for a first offence.

1.5Any complaints of harassment should be made to the appropriate Director. If this is felt inappropriate you should take the matter directly to the Managing Director. The matter will be dealt with in a discreet and confidential manner and appropriate action taken.

2.Racial Harassment

2.1Racial harassment can take on many forms. It is generally considered to be behaviour which is offensive, embarrassing, insulting or intimidating to the victim. It may include any unwanted non-verbal, verbal or physical abuse that is racially derogatory and potentially offensive. It should be noted that it is the opinion of the victim that defines offensive not that of the harasser or other employees

2.2Examples of racial harassment include offensive and insensitive quips and jokes which are related to a persons race, religion or ethnic origin; the deliberate exclusion and isolation of an individual; threatening or insulting words or behaviour; the display of abusive writing or pictures.

3.Sexual Harassment

3.1Sexual harassment consists of unwanted conduct of a sexual nature. It will include verbal, non-verbal or physical conduct of a sexual nature which the harasser knew or should have known would cause offence to the other person. Such conduct may include (although this is by no means an exhaustive list), unwanted physical conduct of a sexual nature; inappropriate, suggestive or uninvited comments; displays of sexual or sexually aggressive literature and pictures; unwelcome sexual propositions: staring and leering, or repeated unwelcome invitations; lewd comments or insensitive jokes.

3.2Sexual harassment can apply in situations where the harasser and the other person are of the same gender.

Action You Can Take If You Believe You Are Being Harassed

3.3The first step is to make it clear to the person who is harassing you, that such behaviour is unacceptable and that you want it to stop. Person-to-person reproof at an early stage will often be sufficient to stop the harassment without involving third parties. Alternatively, you could seek the help of a trusted colleague and ask them to approach on your behalf the person causing offence.

3.4If the behaviour continues you should consult your manager, who will be able to advise you on what to do next - this may be to make a formal complaint.

3.5If your manager or supervisor is harassing you, you should seek advice from his or her manager.

3.6It is important to keep a written record of such incidents so that you can accurately report what has happened, noting for example the date, time and nature of incidents and the names of any witnesses. If any of your colleagues are being harassed by the same person ask them to keep records too.

3.7Once you register a complaint it will be fully investigated and where appropriate disciplinary action will be taken. You will not be penalised for bringing a claim, which later turns out to be unsubstantiated unless your actions were obviously a case of victimisation of another employee.

4.Policy

Disability

4.1It is the policy of The Company to give reasonable consideration to providing facilities for recruitment, employment and promotion of disabled employees.

4.2We are also committed to the aim of continuing to employ those who may become disabled during the course of their employment but remain capable of working.

4.3The Company is also committed to preventing and discouraging harassment or victimisation of any employee because of his or her disability. We recognise that disabled employees may be the recipients of unwanted conduct based on their disability. Offensive or intimidating behaviour towards a person because of his or her disability (including any impediment of movement, touch, vision or hearing) should immediately be disclosed to your manager. We will offer support to any employee subjected to such harassment and will take disciplinary action against offenders.

Recruitment

4.4We recognise the specific and particular difficulties that may arise where applicants for positions with us have disabilities. In order to minimise possible discrimination, and to ensure that those with disabilities have every opportunity to be considered for jobs the following procedures will be followed:

•All applicants will be asked to complete an equal opportunities monitoring form. This will allow identification and of any disability.

•When short listed for interview all applicants will be asked if there are any specific matters which we may need to be aware of; e.g. access requirements, seating arrangements, dietary needs, accompaniment, etc.

•For successful candidates the completions of a medical questionnaire so that we may be aware of all disabilities in order to make necessary changes to workplace, etc.

Employee Responsibility

4.5You have a duty to co-operate with us to ensure that this policy is effective, and to ensure that colleagues are treated with respect and dignity. You should support colleagues who suffer disability harassment and are making a complaint. You should make it clear that you find such behaviour unacceptable and report any such behaviour you may observe.

4.6You are reminded that disability harassment is regarded as gross misconduct. All such allegations will be dealt with quickly and discreetly. Complaints of disability harassment should be made in accordance with The Company procedure on bullying.

Age Related Harassment

4.7 Age related harassment can consist similarly of insensitive remarks, jokes or quips related to an employee’s age (N.B. youth as well as old age). Again the opinion of the victim is paramount.

Harassment Related to Faith, Religion or Beliefs

4.8 You have a duty to protect both in speech and in actions the religious beliefs of others. Demeaning remarks, conversations with others regarding religious practices should be avoided.