POSITIVE WORK ENVIRONMENT

Tracklements is committed to creating a harmonious working environment, which is free from harassment and bullying, and in which every employee is treated with respect and dignity.

We are committed to ensuring that individuals do not feel apprehensive because of their religious belief, gender, political, marital/civil partnership status, sexual orientation, race, age, disability or as a result of being subjected to any inappropriate behaviour. Tracklements will not tolerate harassment or bullying.

“Tracklements is committed to creating a harmonious working environment, which is free from harassment and bullying, and in which every employee is treated with respect and dignity.”

Harassment and bullying are unacceptable behaviours and will be treated as misconduct, which may include gross misconduct warranting dismissal.  All employees must comply with this policy. It is the responsibility of all employees to be aware of, and understand, the Company’s policy on bullying and harassment.

We will ensure that no employee will be victimised as a result of raising a concern under this Policy.

It is important to remember that while you may make comments outside of work, for example on social networking sites, Tracklements may use such evidence in investigations on bullying and harassment matters.

  • Harassment is unwanted conduct that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them.

    Harassment may take many forms. It can range from extreme forms such as violence to less obvious actions such as persistently ignoring someone at work. It may consist of a single incident or a series of incidents. Behaviour which may appear trivial as a single incident, can constitute harassment or bullying when repeated. It may not always be intended, but it is always unacceptable.

    The most prevalent forms of harassment or bullying are as follows:

    • Sexual harassment; see next tab

    • Racial harassment;

    • Harassment of individuals with a disability; and

    • Harassment on the grounds of a person’s sexuality.

    The above list is not exhaustive and harassment can also take place on the basis of a person’s age, religion or any other discriminatory grounds. Examples would include:

    • sexual or racial banter;

    • the display of material with sexual or racial overtones (even if not directed at the complainant);

    • mistaken assumptions about the capabilities of people with disabilities;

    • offensive comments relating to an individual’s sexuality;

    • sarcastic or derogatory remarks about colleagues, or constant criticism especially of those reporting to you.

  • Sexual harassment is unwanted conduct of a sexual nature which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. It also covers treating someone less favourably because they have submitted to, or refused to submit to, unwanted conduct of a sexual nature or in relation to gender reassignment or sex. 

    Examples of sexual harassment

    Sexual harassment may be committed by a fellow worker, an agent of an organisation, or a third party. It does not need to occur in person. It can occur via digital means, including social media sites or channels (eg WhatsApp). Someone may be sexually harassed even if they were not the target of the behaviour. Examples of sexual harassment include, but are not limited to:

    ·         sexual comments or jokes, which may be referred to as “banter”

    ·         displaying sexually graphic pictures, posters or photos

    ·         suggestive looks, staring or leering

    ·         propositions and sexual advances

    ·         making promises in return for sexual favours

    ·         sexual gestures

    ·         intrusive questions about a person’s private or sex life or a person discussing their own sex life

    ·         sexual posts or contact in online communications, including on social media

    ·         spreading sexual rumours about a person

    ·         sending sexually explicit emails, text messages or messages via other social media

    ·         unwelcome touching, hugging, massaging or kissing

    These examples are not exhaustive and disciplinary action at the appropriate level will be taken against employees committing any form of sexual harassment.

  • Workplace bullying is repeated inappropriate, offensive behaviour, which is often an abuse of power or position. It can be direct or indirect, either 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.

    The following examples may constitute bullying:

    • threats, abuse, teasing, gossip and practical jokes

    • humiliation and ridicule either in private, at meetings or in front of customers/clients

    • name calling, insults, devaluing with reference to age, physical appearance

    • setting impossible deadlines

    • imposing excessive workloads

    • making unjustified criticisms

    • excessive monitoring

    • removing responsibilities

    • allocating menial and pointless tasks

    • withholding information

    • refusing requests for leave, holiday or training.

    It should be noted that it is the impact of the behaviour which is relevant and not the motive or intent behind it.

“All employees have a responsibility to help create and maintain a working environment that respects the dignity of employees.”

YOUR RESPONSIBILITIES

All employees have a responsibility to help create and maintain a working environment that respects the dignity of employees. You should be aware of the serious and genuine problems, which harassment, sexual harassment and bullying can cause, ensure that your behaviour is beyond question and could not be considered in any way to be harassment, sexual harassment or bullying. You should discourage such behaviour by making it clear that you find it unacceptable and by supporting colleagues if they are experiencing harassment, sexual harassment or bullying and are considering making a complaint. You should alert a Manager to any incidents to enable Tracklements to deal with the matter.

If you witness sexual harassment or victimisation whether from a Tracklements employee or a third party who deals with Tracklements, you are encouraged to take appropriate action to address it. You should not take any action that may put you at risk of sexual harassment or other harm. If you feel able, you should intervene to prevent the matter continuing. If you are not able to do this, your action may include offering support to the person who has been sexually harassed and encouraging them to report the incident or reporting the incident yourself.

  • Managers and Supervisors have a responsibility to ensure that harassment, sexual harassment or bullying does not occur in work areas for which they are responsible.

    Managers also have a responsibility to explain this policy to their employees and take steps to promote it positively. They will be responsive and supportive to any employee who makes a complaint, provide full and clear advice on the procedure to be adopted, maintain confidentiality in all cases and ensure that there is no further problem or any victimisation after a complaint has been resolved.

    We take our duty under the Worker Protection Act very seriously and understand our responsibility to take reasonable steps to prevent sexual harassment from occurring and have clear reporting procedures for Tracklementeers to make a complaint.  We ensure that all levels of management are trained on implementing this policy, including preventing and managing sexual harassment in the workplace and the procedure to follow if an allegation is reported.

  • If you believe that you have been the subject of harassment or bullying, you should, in the first instance, ask the person responsible to stop the behaviour, as it is unacceptable to you, explaining that their behaviour is not welcome and makes you feel uncomfortable. You should make it clear that you want the behaviour to stop. Speaking directly to the person at an early stage will often be sufficient to stop the behaviour.

    In circumstances where this it too difficult or embarrassing, you should report the incident to a Manager or Supervisor as soon as possible to enable Tracklements to deal with the matter.

    If you decide to make a formal complaint you should do so through the Grievance Procedure as soon as possible after the incident has occurred. All complaints will be handled in a timely and confidential manner. You will be guaranteed a fair and impartial hearing and the matter will be investigated thoroughly. If the investigation reveals that your complaint is valid, prompt attention and action designed to stop the behaviour immediately and prevent its recurrence will be taken. In such circumstances, if relocation proves necessary, every effort will be made to relocate the harasser or bully rather than you as the victim; however, Tracklements will endeavour to relocate you if this is your preference.

    You will be protected from intimidation, victimisation or discrimination for filing a complaint or assisting in an investigation. Retaliating against an employee for complaining about harassment or bullying is a disciplinary offence.

    If it is found that you have been harassed or bullied by an employee the matter will be dealt with under the Disciplinary Procedure as a case of possible misconduct or gross misconduct which may lead to disciplinary action up to and including dismissal.  Aggravating factors such as abuse of power over a more junior colleague, will be taken into account in deciding what disciplinary action to take.

    Whilst this procedure is designed to assist genuine victims of harassment or bullying, you should be aware that if you raise complaints, which are proven to be deliberately vexatious, you may become subject to proceedings under the Disciplinary Procedure.

  • We recognise that complaints of sexual harassment, can sometimes be of a sensitive or intimate nature and that it may not be appropriate for you to raise the issue through our normal grievance procedure. In these circumstances you are encouraged to raise such issues with any member of the senior Leadership team or a Director of your choice.   In addition, you may also choose to raise concerns during your regular communication with your manager, eg in a one-to-one meeting. Your manager will listen to you and take your concerns seriously if you do this but may encourage you to follow the reporting procedures set out below. If you don’t have a one-to-one meeting scheduled with your manager, you can ask to meet with them to discuss any concerns that you may have.

  • It is your responsibility to familiarise yourself with the following rules and procedures. Any breaches will result in action being taken in accordance with the Disciplinary Procedure. If you have any concerns or require clarification on any issue(s), please raise them with your line manager.

    Tracklements may need to change the rules from time to time and any such changes will be notified to you as appropriate.

    General Rules (This List is not Exhaustive):

    • You must conduct yourself and perform your work at all times in a manner that is in the interests of Tracklements. Any conduct detrimental to its interests or its relations with any third party, or damaging to its public image, shall be considered to be a breach of Tracklements rules.

    • You have an obligation to ensure that you do not act in a manner, which could be considered to be of an unlawful discriminatory nature, which includes harassment and bullying.

    • You are expected to achieve and maintain a good standard of work and to show a conscientious approach to the job or to the detail of that job to a standard that may reasonably be expected.

    • You are expected to show the skill or aptitude required for the job, especially where such skills are claimed or implied at the time your employment commenced.

    • You are expected to read, observe and adhere to all rules, policies and procedures of Tracklements including authorised notices that are displayed

    • You are engaged on the basis that you must be prepared to undertake reasonable duties other than those for which you have been specifically engaged to ensure maximum efficiency.

    • You must not perform, arrange or carry out any work or activity, which could be considered to be in competition with or affect in any way Tracklements interests.

    • You must not make use of telephones, faxes, e-mail or postal facilities or any other communication mode for personal purposes without the prior permission of your line manager. You must adhere to Tracklements policy with regard to the use of mobile phones.

    • You are not permitted to remove material, equipment or any property of any kind from Tracklements without prior permission.

    • You must notify Tracklements immediately of any incident causing damage to property belonging to Tracklements (e.g. building, machinery and equipment) or to the property of fellow employees, clients or visitors.

    • Working time and/or Tracklements materials or equipment must not be used for any unauthorised work.

    • You must act in accordance with Tracklements working procedures.

    • Personal hygiene and appearance must be of an acceptable standard.

    • An orderly and courteous manner must be maintained at all times.

    • Unofficial references or opinions about current or ex-employees must not be made or given to third parties under any circumstances.

    • You are expected to be punctual, and lateness may result in disciplinary action.

    • You must not make collections on the Company’s or Clients’ premises without the prior permission of a senior manager

    • You are not allowed to gamble, bet or run sweepstakes etc, unless you have the prior permission of a senior manager

    • You must not place advertisements, notices or promotions on the Company’s or Clients’ notice boards, or computers, without the prior permission of a senior manager. In addition, you should not distribute leaflets or propaganda material and you should not undertake the unauthorised sale of goods.

N.B. Titles listed here after, to enhance the search capabilities of this page: Definition of Harassment, Definition of Workplace Bullying, Managerial Responsibility, Procedure for Dealing with Alleged Harassment or Bullying, Rules and Procedures.