FAQ: If I think I'm being harassed or bullied

FAQ: If I think I'm being harassed or bullied

FAQ for Staff

Contact Officer: Director of Personnel

Purpose
This series of questions and answers provides a brief overview of what harassment and bullying is, and what to do if you think you are being harassed or bullied across a range of circumstances:

Why do we have a Harassment and Bullying Policy and Procedure?
What is Harassment and Bullying?
I feel uncomfortable about the way I am being treated, what can I do?
I haven’t been here very long and am worried about raising concerns incase it jeopardizes my probation, what should I do?
I’m a very senior/junior member of staff, is it appropriate for me to raise this type of concern?
I’m a trade union member would it be better for me to contact my union representative?
I think what I’m experiencing is very serious, what can/should I do?
What I’m experiencing is taking place out of work, but is work related, what can/should I do?

Guidelines / Frequently Asked Questions

Why do we have a Harassment and Bullying Policy and Procedure?
The Policy and Procedure are there to ensure that all members of the university staff, students and visitors understand that they have:
• a right to be treated with dignity and respect;
• a responsibility to treat others with dignity and respect.
The Policy and Procedure provide a framework for dealing with unacceptable behaviour quickly and fairly in order to restore effective working/studying relationships wherever possible. Back to top.

What is Harassment and Bullying?
The key is that it is behaviour or remarks that you, the recipient, find unacceptable
• harassment is generally defined as unwanted conduct affecting the dignity of the recipient. It can be related to gender, race, disability, religion, age, sexual orientation or any personal characteristic, and could be a one off or persistent incident;
• bullying can be defined as persistent actions, criticisms or personal abuse which the recipient finds humiliating, intimidating or undermining. Back to top.

I feel uncomfortable about the way I am being treated, what can I do?
Make a note of what’s happened, when and where and what was said or done, and take action straight away by talking with a friend, colleague, line manager, mentor, an Initial/Harassment Advisor, or one of the Personnel Advisers about what’s happening. Back to top.

I haven’t been here very long and am worried about raising concerns incase it jeopardizes my probation, what should I do?
Talk to an Initial/Harassment Advisor or your mentor, in confidence and as soon as possible, about the issues and your concerns. Remember victimisation or retaliation that occurs as a result of an individual using the policy/procedure is unacceptable and would not be tolerated by the University. Back to top.

I’m a very senior/junior member of staff, is it appropriate for me to raise this type of concern?
Yes, absolutely. Please take action straight away by talking with a friend, colleague, line manager, mentor, an Initial/Harassment Advisor, or one of the Personnel Advisers about what’s happening. Back to top.

I’m a trade union member would it be better for me to contact my union representative?
It’s all about whom you feel most comfortable discussing your concerns with, so it’s entirely up to you. You may even find that your union representative recommends that you see an Initial/Harassment Advisor. Back to top.

I think what I’m experiencing is very serious, what can/should I do?
Talk to an Initial/Harassment Advisor or the Director of Personnel immediately. If you raise something which is so serious e.g. it’s illegal, or your safety is at risk, then in those circumstances the Initial/Harassment Advisor would contact the Director of Personnel. Back to top.

What I’m experiencing is taking place out of work, but is work related what can/should I do?
If it’s serious contact the police. Otherwise make a note of what’s happened, when and where and what was said or done, and take action as soon as you can by talking with a friend colleague, line manager, mentor, an Initial/Harassment Advisor, or one of the Personnel Advisers about what’s happening. Back to top.

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Associated Documents
Staff Grievance [Word] and Disciplinary Policy and Procedure [Word] 
Whistle blowing Policy and Procedure [Word]

Date Approved 12.01.12
Approval Authority Director of Personnel

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