GRANDISON ROAD ALLOTMENTS SOCIETY PREVENTION OF BULLYING AND HARASSMENT POLICY.
Statement of Policy
1.1. GRAS is committed to encouraging and maintaining good relations within the Allotment Site which fosters team working and encourages society Members to give of their best. Everyone in society and those who have dealings with the society has a responsibility to maintain good working relationships and not use words or deeds that may harm the wellbeing of others. In addition to the obligations placed upon both the Committee and society Members by the Equality and Human Rights legislation, everyone has the right to be treated with consideration, fairness, dignity, and respect. This contributes to a workplace environment in which individuals feel safe and can work effectively competently and confidently.
1.2. The society’s policy applies to all Members of the society and to all visitors to the Allotment Site. It extends to include all people such as buddies, co-workers, contractors, delivery personnel, landlords or landlord’s agents and any people in neighbouring properties. The policy, in addition, covers the behaviour of society Members outside the Allotment Site which may impact upon relationships within the site.
1.3. The society has a “zero tolerance” policy and will investigate vigorously any allegations of bullying or harassment, regardless of whether the matter has been raised formally or informally.
2. Key Principles
2.1. The society will provide and sustain a safe working environment in which everyone is treated fairly and with respect. Those working or dealing with the society must not encounter harassment, intimidation or victimisation on the basis of gender, race, colour, ethnic or national origin, sexual orientation, marital status, religion or belief, age, disability, offending background or any other personal characteristic.
2.2. Everyone carries a personal responsibility for their own behaviour and for ensuring that their conduct is in accordance with the principles set out in this policy. In addition, each person has a responsibility to report any instance of bullying or harassment which they witness or which comes to their attention. Society Members have a responsibility to act as role models, pro-actively addressing instances of bullying and harassment. Committee Members should also make themselves aware of their responsibility.
2.3. Harassment may be defined as any conduct which is:- • unwanted by the recipient • is considered objectionable • causes humiliation, offence, distress or other detrimental effect.
2.4. Harassment may be an isolated occurrence or repetitive: it may occur against one or more individuals. Harassment may be, but is not limited to:
• Physical contact – ranging from touching to serious assault, gestures, intimidation, aggressive behaviour. • Verbal – unwelcome remarks, suggestions and propositions, malicious gossip, jokes and banter, offensive language. • Non-verbal – offensive literature or pictures, graffiti, and computer imagery, isolation or non-co-operation and exclusion or isolation from social and allotment activities.
2.5. Bullying is unlikely to be a single or isolated instance. It is usually, but not exclusively repeated and persistent behaviour which is offensive, abusive, intimidating, malicious or insulting. Bullying includes but is not limited to : • Conduct which is intimidating, physically abusive or threatening • Conduct that denigrates, ridicules or humiliates an individual, especially in front of other society Members • Humiliating an individual in front of other members • Picking on one person when there is a common problem • Shouting at an individual to get things done when volunteering work • Consistently undermining someone and their ability to do the volunteering work • Setting unrealistic targets or excessive workloads for volunteers • “cyber bullying” i.e. bullying via e-mail. (This should be borne in mind where Committee Members are working remotely and are managed/communicated by e-mail. Care and sensitivity should be practised with regard to the choice of context and language). • Setting an individual up to fail e.g. by giving inadequate instructions or unreasonable deadlines when volunteering Harassment and Bullying may be summarised as any behaviour that is unwanted by the person to whom it is directed. It is the impact of the behaviour rather than the intent of the perpetrator that is the determinant as to whether harassment or bullying has occurred.
2.6. Any society Member who wishes to make a complaint of harassment or bullying is encouraged to first discuss matters informally with a member of the committee, provided that they feel able to do so. Should the issues not be resolved at this stage, or the member feels unable to raise the issue informally, then a formal resolution should be sought.
2.7. When a complaint of Harassment or Bullying is brought to the attention of a Committee Member at any level, whether informally or formally, prompt action must be taken to investigate the matter. Corrective action must be taken where appropriate and this may require an investigation under the society’s Disciplinary Policy and Procedure.
2.8. If it is considered that one of the parties concerned in a harassment or bullying case should be moved from their current allotment plot, then as a matter of principle the society will normally remove the alleged perpetrator rather than the complainant. However, the final decision on who should be moved should reflect the particular circumstances of the case and advice from the relevant Committee Member. It should be noted and explained to those concerned that the moving of either party is not an implication of guilt or culpability and no detriment to either party will be construed as a consequence.
2.9. All matters relating to the investigation of complaints of harassment or bullying will be treated in strict confidence. Any breach of confidentiality in this regard may render those responsible liable to disciplinary actions. However, it will be necessary that any alleged perpetrator is made aware of the allegations against them and the name(s) of those making the allegations together with the name(s) of any witnesses.
2.10. No Association Member will be victimised or suffer a detriment for making a complaint of harassment or bullying and no Committee Member shall threaten either explicitly or implicitly that a member’s complaint will be used as the basis for decisions affecting that member. Such conduct will be treated as a very serious disciplinary offence. Similarly, Committee Members are required to act on any complaint of harassment or bullying. Failure to do so will be regarded as misconduct which if proven, will result in disciplinary action.
2.11. All complaints of harassment or bullying whether raised formally or informally must be notified by the recipient of the complaint to the Committee Secretary for recording in accordance with the requirements of the Equality and Human Rights legislation. This legislation requires such records to be maintained and the incidence of bullying and harassment to be monitored.
2.12. This policy and procedure will be reviewed periodically giving due consideration to legislative changes.
2.13. With all arbitration and disciplinary matters we will endeavour to complete within THREE WEEK DEADLINE.