DO

  • Do provide examples of what constitutes harassment, bullying and intimidating behaviour - it is also useful to define positive and supportive behaviours.
  • Do consider whether policies need introducing to deal with the use of texts or images of colleagues taken at work or work-related events (as most employees now carry mobile phones with cameras).
  • Do state that it will be treated as a disciplinary offence.
  • Do describe how to get help and make a complaint, formally and informally.
  • Do promise protection from victimisation for making a complaint.
  • Do clarify the responsibilities of line managers, HR departments and the role of union or employee representatives.
  • Do make it the duty of supervisors/managers to implement policy and ensure it is understood.
  • Do emphasise that every employee carries responsibility for their behaviour

 

DON’T

  • Don’t neglect to explain the damaging effects and why it will not be tolerated.
  • Don’t leave any doubt regarding the legal implications of harassment, bullying or any other intimidating behaviour.
  • Don’t delay-undertake that allegations will be treated speedily, seriously and confidentially.


 

Anti-bullying policy statements
 

Despite the economic slowdown, the thirst for flexible working from employees in the UK appears insatiable. Large and small organisations are facing the apparent dichotomy of key people voting with their feet if they don’t get greater flexibility yet having to retain a continuity of service to colleagues and clients
Top ten reasons to introduce flexible benefits
 

1. Greater personal choice attracts applicants that may not have applied previously.

2. Greater personal choice retains employees who may have resigned otherwise.