Bullying & Harassment - definitions
(updated July 2015)
Workplace bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and /or in the course of employment which could reasonably be regarded as undermining the individual’s right to dignity at work.
An isolated incident of behaviour may be an affront to dignity at work but a once off incident is not considered bullying.
Examples of bullying behaviours, provided for illustrative purposes only could include verbal abuse/insults, taking credit for other peoples' ideas, persistent or unfounded criticism.
Harassment is defined as any form of unwanted conduct relating to any of the discriminatory grounds of gender, civil status, family status, sexual orientation, religion, age, disability, race and/or membership of the Traveller community, which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment for the person.
Examples of harassing behaviours, provided for illustrative purposes only could include verbal harassment – jokes, comments, ridicule or songs, written harassment – including text messages, emails or notices, physical harassment – jostling, shoving or any form of assault.
Sexual harassment is defined as any form of unwanted verbal, non – verbal or physical conduct which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment for the person.
Examples of sexually harassing behaviours, provided for illustrative purposes only could include physical conduct of a sexual nature – unwanted physical contact, verbal conduct of a sexual nature - sexual advances or requests for sexual favours.
In order to be proactive in this area, Employers should have policies in place which are communicated to Employees which allow for a complaints procedure so that any Employee who feels that they been subject to inappropriate behaviour, may raise the matter and have it resolved in an appropriate manner. This includes setting out:
All employers should have a policy indicating their commitment to providing an environment that is free from harassment and bullying. The policy should state that Harassment and Bullying of all kinds will not be tolerated, that such actions will be the subject of disciplinary procedure and maybe unlawful. The policy should outline examples of what constitutes Harassment and Bullying.
Harassment awareness training should be included in induction training and management development training programmes. The procedures for raising Harassment and Bullying issues should be clearly defined.
A Sample Bullying & Harassment Policy and Procedure can be found in the Employee Handbook Template.
Continue to Complaints Procedure >>
Workplace bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and /or in the course of employment which could reasonably be regarded as undermining the individual’s right to dignity at work.
An isolated incident of behaviour may be an affront to dignity at work but a once off incident is not considered bullying.
Examples of bullying behaviours, provided for illustrative purposes only could include verbal abuse/insults, taking credit for other peoples' ideas, persistent or unfounded criticism.
Harassment is defined as any form of unwanted conduct relating to any of the discriminatory grounds of gender, civil status, family status, sexual orientation, religion, age, disability, race and/or membership of the Traveller community, which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment for the person.
Examples of harassing behaviours, provided for illustrative purposes only could include verbal harassment – jokes, comments, ridicule or songs, written harassment – including text messages, emails or notices, physical harassment – jostling, shoving or any form of assault.
Sexual harassment is defined as any form of unwanted verbal, non – verbal or physical conduct which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment for the person.
Examples of sexually harassing behaviours, provided for illustrative purposes only could include physical conduct of a sexual nature – unwanted physical contact, verbal conduct of a sexual nature - sexual advances or requests for sexual favours.
In order to be proactive in this area, Employers should have policies in place which are communicated to Employees which allow for a complaints procedure so that any Employee who feels that they been subject to inappropriate behaviour, may raise the matter and have it resolved in an appropriate manner. This includes setting out:
- What the Law says and what constitutes Harassment, Sexual Harassment or Bullying type behaviours.
- Procedure – both informal and formal to deal with such issues within the workplace
- Who to look to for help if an Employee has concerns regarding such behaviours.
All employers should have a policy indicating their commitment to providing an environment that is free from harassment and bullying. The policy should state that Harassment and Bullying of all kinds will not be tolerated, that such actions will be the subject of disciplinary procedure and maybe unlawful. The policy should outline examples of what constitutes Harassment and Bullying.
Harassment awareness training should be included in induction training and management development training programmes. The procedures for raising Harassment and Bullying issues should be clearly defined.
A Sample Bullying & Harassment Policy and Procedure can be found in the Employee Handbook Template.
Continue to Complaints Procedure >>
