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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Harassment at Work Policy

1. Purpose

{{org_field_name}} is committed to fostering a safe, respectful, and inclusive workplace, free from all forms of harassment. We recognise that harassment can have severe emotional, psychological, and professional consequences for employees and are dedicated to preventing and addressing it promptly and effectively. This policy ensures compliance with Care Inspectorate Scotland regulations, promoting dignity and respect for all employees.

This policy aims to:

• Prevent workplace harassment and create a positive work culture where everyone feels safe and respected.
• Provide clear guidance on identifying, reporting, and addressing harassment.
• Ensure compliance with legal and regulatory requirements in relation to harassment and workplace conduct.
• Support affected employees through confidential and appropriate procedures.
• Take corrective action against those who violate this policy.

2. Scope

This policy applies to:

• All employees, including full-time, part-time, agency, and temporary staff.
• Volunteers, contractors, and third-party partners who interact with {{org_field_name}} employees.
• Harassment occurring in the workplace, at work-related events, during business travel, or in any work-related communications (e.g., emails, messages, phone calls).
• All levels of staff, including management, ensuring equal protection across the organisation.

3. Legal and Regulatory Framework

This policy is guided by the following legislation and standards:

• The Equality Act 2010 – Defines harassment and protects individuals from discrimination based on protected characteristics (e.g., age, disability, gender, race, religion, sexual orientation).
• The Protection from Harassment Act 1997 – Outlines criminal liabilities for harassment.
• The Health and Safety at Work Act 1974 – Ensures employers provide a safe and secure working environment.
• The ACAS Code of Practice on Disciplinary and Grievance Procedures – Provides best practices for addressing workplace harassment.
• SSSC Codes of Practice for Employers – Mandates care providers to promote fairness, dignity, and equality[10 source].
• Care Inspectorate Scotland Quality Framework – Requires employers to uphold safe and fair working conditions[8 source].

4. Definition of Harassment

Harassment is unwanted conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment. Harassment may be:

4.1 Forms of Harassment

• Verbal harassment – Insults, offensive jokes, slurs, or threats.
• Physical harassment – Unwanted physical contact, assault, or intimidation.
• Sexual harassment – Unwanted sexual advances, inappropriate remarks, or suggestive gestures.
• Cyber harassment – Online abuse, derogatory emails, or offensive social media interactions.
• Discriminatory harassment – Targeting someone based on protected characteristics (e.g., gender, race, disability, religion, sexual orientation, age).
• Bullying and intimidation – Repeated unfair treatment, exclusion, excessive criticism, or deliberate undermining.

4.2 Examples of Harassment in the Workplace

• Spreading malicious rumours or making offensive remarks about a colleague.
• Unwanted touching, inappropriate physical gestures, or suggestive comments.
• Intimidating behaviour, including threatening emails or messages.
• Deliberate exclusion from meetings, training, or team activities.
• Making derogatory jokes or remarks about someone’s background, appearance, or identity.
• Displaying offensive images, symbols, or materials in the workplace.

5. Preventing Harassment

To prevent workplace harassment, {{org_field_name}}:

• Provides mandatory training for all employees on workplace conduct, equality, and anti-harassment measures.
• Promotes awareness campaigns on dignity at work.
• Maintains clear policies on acceptable and unacceptable workplace behaviour.
• Encourages a culture of respect and a zero-tolerance approach to harassment.
• Ensures all complaints are taken seriously and acted upon swiftly.

6. Reporting Harassment

Employees experiencing or witnessing harassment should report it through one of the following channels:

6.1 Informal Resolution

• If comfortable, employees are encouraged to speak directly to the individual involved and request that the behaviour stop.
• Employees can also seek advice from their line manager or HR before taking formal action.
• If the matter is resolved informally, no further action may be required.

6.2 Formal Complaint Process

If informal resolution is not effective, employees can submit a formal harassment complaint:

• Step 1: Written Complaint – The complaint should be submitted in writing to Registered Manager, detailing the harassment, individuals involved, dates, and supporting evidence:

Email: {{org_field_registered_manager_email}}

• Step 2: Investigation – HR will conduct a thorough and confidential investigation, including interviews with relevant parties.
• Step 3: Harassment Hearing – A meeting will be held with the complainant to discuss concerns, and a hearing may be arranged if needed.
• Step 4: Decision & Action – A written decision will be provided within ten working days, outlining any necessary corrective measures.

6.3 Appeal Process

• If the employee is dissatisfied with the outcome, they may submit an appeal in writing within five working days.
• A senior manager will review the appeal and provide a final decision.
• All appeals will be addressed within seven working days.

7. Confidentiality and Protection Against Retaliation

• All complaints will be treated with strict confidentiality, and only those directly involved will have access to the case details.
• Employees who report harassment in good faith will be protected from retaliation or victimisation.
• Any retaliation against complainants or witnesses will result in disciplinary action.

8. Disciplinary Actions for Harassment

{{org_field_name}} takes harassment cases seriously. If an employee is found guilty of harassment:

• They may receive formal warnings, retraining, or reassignment.
• For severe cases, disciplinary actions may include suspension or dismissal.
• If criminal harassment is involved, cases may be reported to law enforcement.
• False or malicious complaints may be subject to disciplinary measures to maintain the integrity of the policy.

9. Responsibilities of Managers and HR

To enforce this policy:

9.1 Managers’ Responsibilities

• Lead by example in fostering a respectful workplace culture.
• Address complaints promptly and take proactive steps to prevent harassment.
• Encourage open communication, ensuring employees feel safe reporting concerns.
• Provide support and resources to employees facing harassment.

9.2 HR Responsibilities

• Ensure fair investigations and compliance with anti-harassment procedures.
• Monitor workplace behaviour trends and identify areas for improvement.
• Maintain records of complaints, investigations, and resolutions for auditing purposes.
• Provide ongoing training and guidance to prevent harassment in the workplace.

10. Monitoring and Continuous Improvement

To maintain a harassment-free workplace, {{org_field_name}}:

• Reviews this policy annually to reflect best practices and legal changes.
• Conducts regular staff surveys to assess workplace culture and identify potential risks.
• Encourages feedback from employees to improve anti-harassment measures.
• Provides refresher training sessions for employees and managers.

11. Related Policies

This policy should be read alongside:

• Equality, Diversity, and Inclusion Policy
• Staff Grievances Policy
• Whistleblowing Policy
• Disciplinary Policy
• Staff Wellbeing and Support Policy

12. Policy Review

This policy will be reviewed annually or sooner if required by legislative or operational changes. Updates will be communicated to all relevant employees to ensure continued compliance and best practice.

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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.