Harassment /Bullying Policy

Bullying Policy

Precision Construction Limited is committed to ensure that the working environment for all employees is free from all forms of harassment and bullying, as laid down in the legislation of the Employment Equality Act 1998.

Harassment and bullying will not be tolerated.

Harassment / bullying including any victimisation or intimidation of persons raising complaints will be treated as serious misconduct under the Company's disciplinary code and may result in dismissal.

What is Harassment?

Harassment is behaviour which could reasonably be described as unwelcome and offensive, humiliating or intimidating to the recipient. It is one sided and imposed and can affect the confidence, morale, performance and even the health of the person being harassed.

Harassment can be physical, verbal or non verbal. It can be repeated or persistent behaviour but can also take the form of an isolated incident.

Sexual Harassment

Sexual harassment includes any conduct towards another person which is sexual in nature and is neither solicited nor accepted by the recipient, and is unwelcome and/or imposed. Sexual harassment can occur even if there is no intention to harass.

Examples of some forms of sexual harassment are listed below:

  • Physical sexual harassment - unwelcome physical contact such as groping, pinching, patting or unnecessary touching, unwelcome fondling or kissing, sexual assault or rape.
  • Verbal or written harassment - unwelcome sexual advances, unwelcome pressure for social contact, sexually suggestive jokes, remarks or innuendo.
  • Non-verbal / visual sexual harassment - sexually suggestive or pornographic pictures and calendars, leering, staring, or offensive gestures.

Note: This list is not exclusive or exhaustive.

1. The Company will not tolerate sexual harassment in any form.

Sexual harassment will be treated as serious misconduct under the Company's disciplinary code and may result in dismissal.

2. A more serious view will be taken in the case of sexual harassment of staff by persons in positions of authority.

3. The Company will deal seriously and confidentially with allegations of sexual harassment. Staff complaining of sexual harassment may report the matter to their immediate Superior or if this is inappropriate to a Company Director.

4. Where it is established that there is a case to be answered a fair investigation will be carried out in accordance with normal procedures before any disciplinary action is taken.

5. Each member of Management and staff carries responsibility for his/her behaviour under this policy.

Bullying

Bullying in the workplace is persistent behaviour that could reasonably be regarded as aggressive, intimidating, malicious or humiliating to the recipient and is unwelcome to the recipient.

Such behaviour may be verbal, non verbal or physical and may be conducted by an individual or group against another person or persons.

Isolated incidents of such behaviour, while to be strongly condemned, are not bullying. Only behaviour as described above which persists over a period of time shall be regarded as bullying.

Some examples of bullying include:

  • using threatening behaviour to undermine the persons feeling of security in their employment or job location
  • offensive gestures, material
  • over-monitoring with malicious intent
  • shouting, swearing, name calling
  • spreading malicious rumours, gossip or ridicule
  • making unreasonable demands
  • physical abuse, jostling, pushing
  • inappropriate withholding of information
  • unfair allocation of work or responsibilities

The Company will not tolerate bullying in any form. Bullying will be treated as serious misconduct under the Company's disciplinary code and may result in dismissal.

A more serious view will be taken in the case of bullying of staff by persons in positions of authority.

The Company will deal seriously and confidentially with allegations of bullying. Staff complaining of bullying may report the matter to their immediate Superior or if this is inappropriate to a Company Director.

Where it is established that there is a case to be answered a fair investigation will be carried out in accordance with normal procedures before any disciplinary action is taken.

Each member of Management and staff carries responsibility for his/her behaviour under this policy.