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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Handling and Prevention of Bullying and Harassment Policy

1. Purpose

The purpose of this policy is to prevent, identify, and address bullying and harassment in the workplace, ensuring that all individuals within {{org_field_name}} are treated with dignity and respect. This policy applies to all forms of bullying and harassment, whether directed at staff, service users, or visitors, and aims to promote a positive, safe, and inclusive work environment.

This policy aligns with:

• The Regulation and Inspection of Social Care (Wales) Act 2016, which mandates a safe and respectful working environment.
• The Equality Act 2010, which prohibits harassment and discrimination.
• The Health and Safety at Work Act 1974, which requires employers to protect staff from workplace risks, including bullying.
• Care Inspectorate Wales (CIW) regulations, which expect high standards of governance and employee well-being.

2. Scope

This policy applies to all employees, agency workers, volunteers, contractors, service users, and visitors at {{org_field_name}}. It covers all forms of bullying and harassment, including but not limited to:

• Verbal abuse, including threats, insults, or offensive language.
• Psychological intimidation, such as exclusion, manipulation, or coercion.
• Physical harassment, including unwanted physical contact or aggression.
• Sexual harassment, including inappropriate comments, advances, or unwanted touching.
• Cyberbullying, including inappropriate emails, social media posts, or text messages.
• Discrimination-based bullying, targeting someone based on race, gender, disability, sexual orientation, or other protected characteristics.

3. Definitions

3.1. Bullying

Bullying is repeated, inappropriate behaviour that creates a hostile, intimidating, or offensive work environment. This includes actions that demean, belittle, or unfairly criticise an individual, causing emotional or psychological distress.

3.2. Harassment

Harassment is unwanted behaviour related to a protected characteristic (e.g., race, gender, disability, religion) that violates a person’s dignity or creates an intimidating, hostile, or degrading environment. Harassment can be verbal, non-verbal, physical, or written.

3.3. Victimisation

Victimisation occurs when a person is treated unfairly because they have reported or challenged bullying or harassment. Retaliation against whistleblowers will not be tolerated and will result in disciplinary action.

4. Commitment to a Bully-Free Environment

4.1. Promoting a Culture of Respect and Inclusion

At {{org_field_name}}, we actively promote an environment where respect, dignity, and fairness are core values. All staff, service users, and visitors must treat each other with courtesy and professionalism.

Managers and senior leaders must lead by example, demonstrating positive behaviour and intervening immediately when inappropriate conduct is observed. Anti-bullying principles are reinforced through staff training, team meetings, and workplace policies.

4.2. Zero Tolerance for Bullying and Harassment

We adopt a zero-tolerance approach to bullying and harassment. Any incidents will be taken seriously and investigated promptly. Staff are encouraged to report any concerns without fear of retaliation, knowing that their complaints will be handled fairly and confidentially.

Any staff member found guilty of bullying or harassment may face disciplinary action, up to and including dismissal. If the behaviour is of a criminal nature, it will be reported to the appropriate authorities.

5. Reporting and Managing Bullying and Harassment

5.1. How to Report Bullying or Harassment

Anyone experiencing or witnessing bullying or harassment is encouraged to report it as soon as possible. Reports can be made in confidence to:

1. Immediate Line Manager – The first point of contact for most concerns.
2. Registered Manager – If the complaint involves a manager or requires further escalation, staff should report directly to {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}} at {{org_field_registered_manager_email}}.
3. Safeguarding Lead – If the incident involves abuse or potential harm to a service user, report to {{org_field_safeguarding_lead_name}}.
4. Whistleblowing Procedures – If staff feel unable to report internally, they can escalate concerns to Care Inspectorate Wales (CIW) or external whistleblowing authorities.

Reports should include:

• A detailed description of the incident.
• Dates, times, and locations.
• Names of those involved.
• Any witnesses or supporting evidence (e.g., emails, messages).

5.2. Investigation Process

All complaints will be taken seriously and investigated immediately. The investigation process will follow these steps:

1. Acknowledgment – Complaints will be acknowledged in writing within 5 working days.
2. Preliminary Assessment – A designated investigator will assess the severity and impact of the complaint.
3. Formal Investigation – If needed, a confidential and impartial investigation will be conducted, including interviews with relevant parties.
4. Outcome and Resolution – Within 28 days, findings will be communicated, and appropriate action will be taken, such as mediation, disciplinary action, or additional staff training.

5.3. Protection Against Retaliation

Staff will not be penalised for reporting bullying or harassment in good faith. If any retaliation occurs, it will be treated as gross misconduct.

If a complaint is found to be malicious or made in bad faith, disciplinary action may be taken against the complainant.

6. Preventing Bullying and Harassment Efficiently

6.1. Staff Training and Awareness

• All staff receive mandatory training on preventing bullying and harassment during induction and annual refresher sessions.
• Clear guidance is displayed in staff handbooks, communal areas, and digital resources to ensure accessibility.

6.2. Leadership Accountability

• Managers and senior staff are responsible for proactively preventing and addressing bullying and harassment.
• Regular staff supervision sessions provide opportunities to address concerns early.

6.3. Monitoring and Continuous Improvement

• Annual staff surveys assess workplace culture and identify concerns.
• Regular audits and CIW inspections ensure compliance with anti-bullying policies.
• Policy reviews ensure alignment with legal updates and CIW standards.

7. Related Policies

This policy works alongside:

• CHW13 – Safeguarding Adults from Abuse and Improper Treatment Policy
• CHW16 – Health and Safety at Work Policy
• CHW27 – Staff Supervision, Training, and Development Policy
• CHW29 – Whistleblowing (Speaking Up) Policy
• CHW31 – Disciplinary and Grievance Policy
• CHW30 – Equality, Diversity, and Inclusion Policy

8. Policy Review

This policy is reviewed annually or sooner if legislation changes or new risks emerge. Any updates will be communicated to all staff, and additional training will be provided where necessary.

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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}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.