Informal Complaint

We recognise that complaints of bullying, harassment, particularly of sexual harassment, as well as discrimination 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 a senior colleague of your choice (whether or not that person has a direct supervisory responsibility for you) as a confidential helper.

If you are the victim of minor bullying, harassment, or discrimination you should make it clear to the alleged bully, harasser, or discriminator on an informal basis that their behaviour is unwelcome and ask the individual to stop. If you feel unable to do this verbally then you should hand a written request to the individual, and your confidential helper can assist you in this.

Formal Complaint

Where the informal approach fails or if the bullying, harassment, or discrimination is more serious, you should bring the matter to the attention of management as a formal written complaint and again your confidential helper can assist you in this. If possible, you should keep notes of the bullying or harassment so that the written complaint can include:

– the name of the alleged bully, harasser, or discriminator
– the nature of the alleged incident of bullying, harassment, or discrimination
– the dates and times when the alleged incident of bullying, harassment or
discrimination occurred
– the names of any witnesses and
– any action already taken by you to stop the alleged bullying, harassment, or
discrimination.

On receipt of a formal complaint, we will take action to separate you from the alleged bully, harasser or discriminator to enable an uninterrupted investigation to take place. This may involve a temporary transfer of the alleged bully, harasser or discriminator to another work area or suspension of employees (with contractual pay) until the matter has been resolved.

The person dealing with the complaint will invite you to attend a meeting, at a reasonable time and location, to discuss the matter and carry out a thorough investigation. You have the right to be accompanied at such a meeting by your confidential helper or another work colleague of your choice and you must take all reasonable steps to attend. Those involved in the investigation will be expected to act in confidence and any breach of confidence will be a disciplinary matter.

Where appropriate, the appointed investigator will issue a report of the findings and
decision, in writing, to you and to the alleged bully, harasser or discriminator.

If the report concludes that the allegation is well founded, appropriate action will be taken against the bully, harasser, or discriminator.

If you bring a complaint of bullying, harassment, or discrimination you will not be
victimised for having brought the complaint. However, if the report concludes that the complaint is both untrue and has been brought with malicious intent, appropriate action will be taken against you. Appropriate action in relation to an employee will include disciplinary action in accordance with McNaught’s disciplinary and disciplinary termination procedure. For other workers, appropriate action may include termination of their engagement with McNaught’s. We take allegations of discrimination seriously. If you believe that you have been the victim of discrimination, we encourage you to follow the grievance procedures outlined above.