CH32-Handling and Prevention of Bullying and Harassment Policy

Registration Number: {{org_field_registration_no}}

Handling and Prevention of Bullying and Harassment Policy

1. Purpose

The purpose of this policy is to ensure that our care home provides a safe, respectful, and inclusive working environment where bullying and harassment are not tolerated. Every member of staff, including care workers, nurses, administrative personnel, and managers, as well as the people we support and visitors, has the right to work and receive care in an environment free from intimidation, humiliation, or abuse.

This policy aligns with:

Regulation 10 of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 – Dignity and Respect, ensuring that all individuals are treated with fairness, dignity, and respect at all times.
The Equality Act 2010, protecting individuals from discrimination, bullying, and harassment based on race, gender, age, disability, religion, sexual orientation, or any other protected characteristic.

2. Scope

This policy applies to:

All staff members, volunteers, agency workers, and contractors.
People we support, their families, and visitors.

It covers all forms of bullying and harassment, including but not limited to:

Verbal abuse, such as name-calling, insults, threats, or belittling remarks.
Physical abuse, such as unwanted touching, pushing, or assault.
Psychological abuse, including intimidation, humiliation, or spreading malicious rumours.
Cyberbullying, including sending threatening emails, messages, or using social media to harass someone.
Sexual harassment, including unwelcome sexual advances, inappropriate jokes, or comments of a sexual nature.
Discriminatory harassment, targeting an individual’s race, gender, religion, disability, or any other characteristic protected under the Equality Act 2010.

3. Related Policies

This policy aligns with the following key policies:

CH08 – Dignity and Respect Policy, ensuring respectful interactions.
CH29 – Whistleblowing (Speaking Up) Policy, providing a safe reporting mechanism.
CH30 – Equality, Diversity, and Inclusion Policy, ensuring non-discriminatory practices.
CH32 – Staff Conduct and Code of Ethics Policy, maintaining professional behaviour.
CH31 – Disciplinary and Grievance Policy, addressing misconduct and enforcing consequences.

4. Policy Statement

Our care home has a zero-tolerance approach to bullying and harassment. We are committed to:

Preventing bullying and harassment through proactive measures.
Providing a clear process for staff and individuals to report concerns confidentially.
Taking swift, impartial, and effective action against bullying and harassment.
Ensuring all staff receive training on recognising, preventing, and reporting bullying.
Fostering a culture of respect, inclusion, and psychological safety in the workplace.

5. Implementation – How We Manage Bullying and Harassment Efficiently

5.1 Recognising and Preventing Bullying and Harassment

We ensure that all staff understand what constitutes bullying and harassment and how to prevent it by:

Providing clear guidelines on acceptable and unacceptable behaviour during induction and ongoing training.
Conducting regular training sessions on workplace respect, professional behaviour, and legal obligations.
Encouraging a culture of openness, where concerns can be raised without fear of retaliation.
Promoting positive relationships, encouraging teamwork, active listening, and mutual support among staff and people we support.
Providing managers with training on identifying signs of workplace bullying and handling complaints effectively.

5.2 Reporting Bullying and Harassment

All staff and individuals have the right to report bullying and harassment in confidence.

Concerns can be raised through the following channels:

Informal Reporting – Staff are encouraged to address minor concerns directly with the individual involved if they feel safe doing so. If uncomfortable, they can report to their line manager for mediation.
Formal Reporting – If the issue is serious or persists, staff must report it formally to the Registered Manager. Complaints can be made verbally or in writing.
Anonymous Reporting – Staff can also report concerns anonymously via the whistleblowing mechanism outlined in CH29 – Whistleblowing Policy.
Third-Party Reporting – If a person we support or a visitor experiences or witnesses bullying, they can report it to the Registered Manager or any senior staff member.

All reports should be directed to:

Registered Manager: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Email: {{org_field_registered_manager_email}}
Phone: {{org_field_registered_manager_phone}}

5.3 Investigating Reports of Bullying and Harassment

All reported concerns will be taken seriously and investigated fairly and promptly.

The investigation process includes:

Acknowledging the complaint within 48 hours and explaining the next steps.
Conducting a confidential investigation, including speaking with all involved parties and witnesses.
Gathering evidence, such as emails, CCTV footage, or written statements.
Taking appropriate action, which may include disciplinary procedures, mediation, or further training.
Providing feedback to the complainant, outlining the findings and actions taken, while maintaining confidentiality.
Ensuring no retaliation against individuals who report concerns in good faith.

5.4 Consequences of Bullying and Harassment

If bullying or harassment is proven, appropriate action will be taken, including but not limited to:

Formal warning for minor incidents.
Mediation or conflict resolution sessions between parties.
Mandatory retraining on professional behaviour and respect.
Suspension or dismissal for serious or repeated offences.
Referral to external regulatory bodies if the misconduct breaches legal or safeguarding requirements.

5.5 Supporting Staff Affected by Bullying or Harassment

We provide support to any staff member affected by bullying or harassment, including:

Confidential counselling and well-being support.
Temporary adjustments to work arrangements, if needed.
Regular follow-ups to ensure that the individual feels safe and supported.
Encouraging peer support networks, fostering a culture of respect and protection.

5.6 Leadership Responsibilities

Managers and senior staff are responsible for:

Promoting an inclusive and respectful culture.
Acting immediately on reports of bullying.
Ensuring fair investigations and outcomes.
Leading by example by upholding the highest ethical standards.

6. Compliance with CQC Standards

This policy ensures compliance with:

Regulation 10 – Dignity and Respect, protecting individuals from abuse and discrimination.
Regulation 13 – Safeguarding from Abuse and Improper Treatment, ensuring a safe environment.
Regulation 17 – Good Governance, maintaining a clear framework for handling complaints.
Equality Act 2010, protecting individuals from workplace discrimination.
Health and Safety at Work Act 1974, ensuring staff safety in the workplace.

7. Monitoring and Review

This policy will be reviewed annually, or sooner if:

There are changes in CQC regulations or employment law.
A serious bullying or harassment incident requires policy adjustments.
Staff feedback suggests improvements to current processes.

The Registered Manager is responsible for ensuring compliance, handling reports efficiently, and promoting a respectful workplace culture.

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
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