We don't have a dignity at work policy but do have a harassment policy which
has taken 2+ years to get through. We are about to train harassment
advisors - who will be volunteers. The main sticking point was that the
Unions I think (not here at the time) wanted to be advisors and we felt this
was incompatible with their representational role within the formal
complaints process.
regards
Clare Martlew
Human Resources Manager
Tel: (01782 58)4376
Email: [log in to unmask]
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-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]]On Behalf Of Jenny Woodhouse
Sent: 02 September 2003 09:54
To: [log in to unmask]
Subject: Dignity at work and support for victims of harassment policies
Dear colleagues
I know that this is a perennial one, but I'd be grateful for a few examples
to
convince our committees that we won't be out on a limb if we extend our
existing harassment procedures in a positive direction.
To date we have a formal code but the backup is rather ad hoc - the code is
at
http://www.admin.cam.ac.uk/offices/personnel/policy/bullying.html
What we want to do is to introduce a Dignity at Work policy, foregrounding
the
positive commitment to protecting the dignity of all, and trying to find
solutions short of the need to invoke the complaints procedure; and to
create
a network of volunteer harassment advisers. (The latter with
acknowledgement
to Syd Kent at Essex - I've been trying to get the go-ahead to follow this
example for years).
I'd be very grateful for information from other institutions which have gone
in these directions (a simple yes or no, or a Web reference, perhaps).
With many thanks, and best wishes for the next academic year - would that we
could expect a calm one!
Jenny
Jenny Woodhouse
Personnel Consultant
University of Cambridge Personnel Division
The Old Schools, Trinity Lane
Cambridge CB2 1TN
01223 332344
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