What should an anti-bullying procedure include?
Your employer’s anti-bullying procedure should: • Include a commitment from senior management that bullying is not acceptable. • Define what is acceptable behavior, and what is not. • Recognise that bullying is a serious offence, and can lead to disciplinary procedures. • Recognise that bullying is an organisational issue. • Apply equally to everyone. • Guarantee confidentiality. • Set up clear informal and formal steps for dealing with it. • Let all staff know where to get a copy of the anti-bullying procedure. • Guarantee that anyone complaining of bullying will be supported, not victimised. • Commit to using a risk assessment approach to bullying. • Be jointly drawn up and agreed by management and trade unions. Your employer may expect people who are being bullied to use the ‘grievance procedure’. Get a copy of the procedure see your staff handbook, company intranet, or get a copy from personnel or your union rep.
