We decided to have a separate policy and procedure. This is because of the particualr
sensitivities and the need for a higher level of confidentiality than for 'normal'
grievances. The grievance procedure comes into play only if a party wishes to appeal
against an outcome - and the appeal would then be considered with reference to procedure
not substance.
I'm not confident we've got the whole thing right yet. What I'd like to see is much more
subtlety than we now have in managing outcomes without necessarily going through a full
formal complaint, which can be damaging to individuals. I'd also like to see specific
provision for investigations to be launched by others than the complainant so that the
onus is not only on somebody who will already be suffering stress.
There is some excellent guidance from ECU, arising from a project at the Univesity of
Staffordshire.
Jenny
-----Original Message-----
From: HE Administrators equal opportunities list [mailto:[log in to unmask]] On
Behalf Of Akpom-Simon, Nneb
Sent: 05 November 2007 11:57
To: [log in to unmask]
Subject: Re: Harassment and Dignity at Work Policy and Grievance Policy
Dear colleagues,
We are currently reviewing our Harassment and Dignity at Work Policy. Part of the review
includes assessing whether this policy can be merged with the Grievance Policy to form a
single policy . I would be grateful if you could let me know if your organisation has
taken the path of a single policy for both areas. Also, why the organisation has taken
this line and how the sensitivity and approach required in dealing with harassment or
bullying is dealt with within the policy.
Thanks
Nneb Akpom-Simon
Equality and Diversity Adviser
City University
Email: [log in to unmask]
Tel: 020 7040 4069
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