This document is only applicable to employees, agency staff, temporary workers and contractors of Blue Ring Digital Services Limited.
"Bullying and Harassment in the Workplace Policy" refers to this Bullying and Harassment in the Workplace Policy.
"You", "Your" refers to You the employee of Blue Ring Digital Services Limited.
"We", "Us", "Our", "Blue Ring Digital Services Limited" refers to Blue Ring Digital Services Limited.
We will try to keep everything in this document as straightforward as possible, but if there’s anything You don’t understand, please get in touch with Us.
The headings in this Bullying and Harassment in the Workplace Policy are for convenience only and shall not affect their interpretation.
The masculine shall include the feminine and the neuter and the singular the plural and vice versa.
If any provision or part of any provision of this Bullying and Harassment in the Workplace Policy is found by a court or other competent authority to be void or unenforceable, such provision or part of a provision shall be deleted from these Bullying and Harassment in the Workplace Policy and the remaining provisions or parts of the provision shall continue to be in full force and effect.
This policy is intended to provide guidelines to ensure a fair and consistent approach when dealing with the area of Bullying and Harassment in the Work Place.
The purpose of this policy is to encourage an environment in which everyone is entitled to work free of bullying and harassment, irrespective of race, creed, colour, nationality, ethnic origin, age, language, religion, political or other opinion affiliation, gender, gender reassignment, sexual orientation, marital status, connections with a national minority, national or social origin, property, birth or other status, family connections, membership or non membership of a trade union, or disability.
We consider that bullying and harassment are harmful to employees, employers and customers alike. It can subject individuals to fear, stress and anxiety. Great strains can be put on work, personal and family life. Bullying and harassment can lead to illness, accidents, absenteeism, poor performance, an apparent lack of commitment and people leaving employment. It can therefore impact badly on safety, organisational effectiveness and business success. Those who are harassed, victimised or bullied may often feel vulnerable and are reluctant to complain. This policy aims to ensure the fair treatment and dignity of people at work. It prohibits all forms of harassment, as detailed above.
Definition of Unacceptable Behaviour
The examples below are not exhaustive. Much of this behaviour will be considered to be gross misconduct, punishable by summary dismissal. However, none of the below types of behaviour will be tolerated. All will result in a disciplinary investigation and may constitute gross misconduct depending upon the circumstances of the case in question.
Harassment consists of any unwanted conduct affecting the dignity of a person at work. It includes unwelcome physical, verbal or non-verbal conduct and it could amount to unlawful discrimination. It can involve a single incident or may be persistent and may be directed towards one or more individuals. In addition to race, creed, colour, nationality, ethnic origin, it will be unacceptable if it is inflicted because of an individual’s age, language, religion, political or other opinion affiliation, gender, gender reassignment, sexual orientation, marital status, connections with a national minority, national or social origin, property, birth or other status, family connections, membership or non membership of a trade union, or disability.
Unwanted Physical Contact
Unwanted Physical Contact such as unnecessary touching, patting, pinching, brushing against another individual’s body, insulting or abusive behaviour or gestures, physical threats, assault, coerced sexual intercourse, and rape.
Unwanted Verbal Conduct
Unwanted Verbal Conduct such as unwelcome advances, patronising titles or nicknames, propositions or remarks, innuendo, lewd comments, jokes, banter or abusive language, which refer to an individual or a group’s gender, colour, race, nationality, ethnic or national origins, disability, sexual preference, and repeated suggestions for unwanted social activities inside or outside the workplace.
Unwanted Non-Verbal Conduct
Unwanted Non-Verbal Conduct such as racially or sexually based graffiti referring to an individual’s characteristics or private life, abusive or offensive gestures, leering, whistling, display of pornographic or suggestive literature or other items, pictures or films/ videos or inappropriate use of visual display units or network systems for this purpose.
Bullying, including persistent criticism and personal abuse and/ or ridicule, either in public or private, which humiliates or demeans the individuals involved, gradually eroding their self confidence.
Unlawful Victimisation consists of treating an individual less favourably than others are, or would be treated in the same or similar circumstances, because they have made a complaint or allegation of discrimination or have acted as a witness or informant in connection with proceedings under any Discrimination Legislation.
Other Conduct which denigrates, ridicules, intimidates or is physically abusive of an individual or group.
Any individual(s) who believe that they have been subject to, or have witnessed harassment, victimisation or bullying have access to channels through which complaints can be raised.
All claims of bullying and harassment should be dealt with initially in accordance with the usual company grievance procedure. However, given the nature of harassment, victimisation or bullying is such that it is recognised that an individual may not wish to discuss it initially with their immediate line manager or supervisor and therefore it may be more appropriate to discuss with another manager.
All complaints must be taken seriously and dealt with confidentially and promptly. Normally, cases should be concluded within two to four weeks.
If a complaint is upheld, the resolution of the situation needs to be immediate and to be aimed, amongst other things, at preventing any repetition of the behaviour or any associated behaviour.
All complaints and associated correspondence and interviews must be treated in strict confidence. Breaches in confidentiality will result in disciplinary action being taken.
All employees, agency staff, temporary workers and contractors are required to adhere to this policy. They must understand that this policy is also incorporated into their contract of employment.
The Leadership Team are responsible for ensuring that this policy is applied within their own area. Any queries on the application or interpretation of this policy must be discussed with the HR Team prior to any action being taken.
Changes to the Bullying and Harassment in the Workplace Policy
This Bullying and Harassment in the Workplace Policy replaces all previous versions. We reserve the right to change the Bullying and Harassment in the Workplace Policy at any time.