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The University has a comprehensive policy and procedures for dealing with complaints of bullying and harassment.

The University is committed to providing a safe and harmonious working environment in which no member of staff feels they are being bullied or harassed. Bullying and Harassment are unacceptable and will not be permitted or condoned.

The recognised Trade Unions and the Students’ Union have been fully consulted in drawing up this policy and are all committed to its success.

As a line manager you have certain specific responsibilities in relation to this policy:

  • You must implement the policy and procedures and make every effort to ensure that bullying and harassment do not occur, particularly in the work area for which you are responsible;
  • You are responsible for seeking to resolve any incidents of bullying or harassment of which you are aware;
  • You must deal with complaints in your area; failure to do so could lead to you being held liable;
  • You must not bully or harass any of your staff; under-performance should not be dealt with by bullying or harassment;
  • You must ensure that you afford fair and unbiased treatment to anyone who is making a complaint of bullying or harassment, or has been accused of bullying or harassment.

In addition you must:

  • ensure that all your staff have a copy of and understand the policy and procedures;
  • take steps to promote the policy to your staff;
  • ensure that all staff know how to raise bullying or harassment problems;
  • set a good example by treating your staff with dignity and respect;
  • be responsive and understanding to any member of staff making a complaint, yet fair and unbiased;
  • providefull clear and impartial advice;
  • be alert to unacceptable behaviour.

These guidelines have been developed to assist you to fulfil your responsibilities.

FAQ's

What do I do if a member of my staff or one of my students tells me they are being bullied or harassed?

You should advise them of the procedures, both informal and formal and provide them with a copy of the policy and procedures.

As part of the procedures they may also wish to speak to a Bullying and Harassment Advisor.

You should also contact your People Partner immediately.

What happens at the informal stage?

The complaint may be resolved informally by a number of means, for example by speaking to the person accused on behalf of the complainant. Alternatively with everyone’s agreement, a meeting of all parties may be held to try to resolve the issue. Both the complainant and the alleged harasser may wish to bring a colleague or their Trades Union representative to that meeting. The purpose of the meeting is to give both parties an opportunity to discuss what has happened, without resorting to a formal complaint.

If however the matter cannot be resolved this way, then the complainant may still make a formal complaint.

What is my role? 

As the line manager you have a neutral role, to listen to the complaint and to the response and to suggest a possible way forward which all parties can accept and which will enable them to move forward and continue to work together. You should make a note of the agreed outcome and decision(s) but you need not take detailed notes of the meeting.

Assuming you reach a mutually satisfactory outcome, you will then need to keep an eye on the situation to ensure that the relationship between the parties does not deteriorate. You may seek advice from the People Partner.

What happens if the situation cannot be resolved this way?

The next stage is to consider mediation. For more information relating to mediation please contact your People Partner.

What does the formal procedure involve?

A formal complaint must be made in writing to the relevant Senior Academic where you are based (if the complaint is about a fellow student) or to the Chief People Officer (if the complaint is about a member of staff) outlining the nature of the complaint.

The Senior Academic/Chief People Officer will acknowledge receipt of the complaint within 10 working days and an investigation panel will be set up in line with the policy .

You may be asked to attend an interview with the investigating panel.

What should I do if a member of my staff tells me they are being bullied or harassed but doesn’t want me to take any further action?

You have a responsibility as a line manager to deal with any issue of bullying or harassment of which you are aware. If the member of staff will not name the alleged harasser or asks you to do nothing, you should contact your People Partner for advice.