Introduction and Objectives of the Dignity at Work Policy
Roofers Cork City is committed to protecting the dignity of all employees
The company aims to create a work environment free from bullying and harassment
Complaints of bullying or harassment will be treated with fairness and sensitivity
Accused individuals will be afforded natural justice and fairness
Both management and employees have responsibilities for maintaining a respectful work environment
Definition and Examples of Bullying
Bullying is repeated inappropriate behavior that undermines an individual’s right to dignity at work
Examples of bullying include exclusion, verbal abuse, treating someone less favorably, and intimidation
Other forms of bullying include excessive monitoring of work and manipulating job content
Blaming someone for things beyond their control is also considered bullying
Isolated incidents of inappropriate behavior may not be considered bullying
Definition and Examples of Harassment
Harassment is any unwanted conduct related to certain characteristics that violates a person’s dignity
Characteristics include gender, marital status, sexual orientation, age, and disability
Harassment can take the form of verbal, written, physical, or intimidatory conduct
Examples of harassment include jokes, comments, physical assault, and isolation
Pressure to behave inappropriately based on one’s background is also considered harassment
Definition and Examples of Sexual Harassment
Sexual harassment is any unwanted conduct of a sexual nature that violates a person’s dignity
It can involve verbal, non-verbal, or physical conduct
Examples of sexual harassment include physical advances, inappropriate comments, and non-verbal gestures
Sex-based conduct that denigrates or ridicules someone is also considered sexual harassment
A single incident can constitute sexual harassment
Scope and Procedures for Complaints and Investigation
The policy applies to all employees, including directors, chief executives, and temporary agency staff
The intention of the perpetrator is irrelevant in determining bullying or harassment
Reasonable discipline and management do not amount to bullying or harassment
Bullying and harassment can occur in various work situations and at all levels
The policy extends to behavior outside the company’s premises if it is related to work
Informal Complaint Procedure: Indicating directly to the person, making an informal complaint to Roofers Cork City, designated person handling the complaint, etc.
Handling Complaints with Specific Examples: Presenting the complaint, agreeing on a method to progress the issue, keeping line managers informed, maintaining records, etc.
Handling Complaints without Specific Examples: Considering other means to protect and repair workplace relationships, keeping line managers informed, maintaining records, maintaining confidentiality, etc.
Resolution through Informal Procedures: Providing support or periodic reviews, serious disciplinary action for unfounded complaints, upholding the complaint if resolution is not found, etc.
Formal Complaint Procedure: Making formal complaints in writing, addressing them to the designated person, designating an investigator, etc.
Investigation Process: Determining if behavior is inappropriate, separate disciplinary action if behavior is not bullying or harassment, completing the investigation quickly, submitting a report to company management, etc.
Actions if Complaint is Upheld: Treating the complaint as a serious disciplinary issue, following appropriate disciplinary procedures, taking measures to support and protect the victim, etc.
Actions if Complaint is Not Upheld: Providing support to the complainant, taking measures to support both parties, ensuring awareness of the finding, etc.
Appeals Process: Lodging an appeal within 7 days, appeal heard by another person of the same seniority, grounds of appeal and outcome appended to investigation file, etc.
External Investigation: Appointing an external person if not appropriate for internal investigation, following policy guidelines, giving appropriate effect to findings, etc.
