The Union believes that the dignity of every person must be respected. Harassment of colleagues or visitors is unacceptable and may be regarded as Gross Misconduct. The highest standards of conduct are required of everyone, regardless of seniority.
The Union recognises that harassment may take many forms. It may be directed towards persons of either sex. It may relate to a person's race (ethnic or national origins), religion or belief, age, sex, pregnancy or maternity leave, sexual orientation, gender reassignment or identity, physical or mental disability or some other personal characteristic.
Harassment may involve action or inaction, behaviour, exclusion, comment or physical contact that the recipient finds objectionable or offensive. It may result in the recipient feeling threatened, humiliated, intimidated, patronised, demoralised or less confident in their ability. Condoning such conduct may be harassment in itself. The test of harassment is, at least in part, subjective.
Examples of unacceptable conduct include:
- Verbal abuse or insulting behavior;
- Sexist or racist jokes, jokes about an individual’s sexual orientation, age, or physical or mental attributes;
- The display or circulation of sexually suggestive or racially abusive material;
- Bullying, coercive or threatening behaviour;
- The ridicule or exclusion of an individual for cultural or religious differences, on the grounds of sex or sexual orientation, age or disability or any other factor
- Unsolicited or unwelcome conduct of a sexual nature, including touching or staring;
- Comments of a sexual nature about a person’s appearance or attire;
- Any conduct related to someone’s sex or that of another person which has the purpose or effect of intimidating, degrading, humiliating or offending;
- Treating someone unfavorably because they have rejected or submitted to any form of sexual harassment.
Harassment, particularly on the grounds of sex, sexual orientation, race, age, disability, religion or belief, gender reassignment or identity, pregnancy or maternity, marriage or civil partnership, will be regarded as Gross Misconduct for disciplinary purposes. Accordingly, employees found guilty of harassment run a serious risk of summary dismissal.
Equally, an allegation of harassment must not be made lightly. If it is found that an allegation of harassment has been made without foundation and maliciously, then this will also be treated as Gross Misconduct for disciplinary purposes.
All complaints of harassment should be made through your Line Manager through the Grievance Procedure (available on the Union shared drive). If your complaint is about this person, you should contact their Line Manager or Superior. All complaints of this nature will be treated with the strictest confidentiality.