SL32-Handling and Prevention of Bullying and Harassment Policy

Registration Number: {{org_field_registration_no}}

Handling and Prevention of Bullying and Harassment Policy

1. Purpose

At {{org_field_name}}, we are committed to fostering a safe, respectful, and inclusive environment for all employees, service users, and stakeholders. Bullying and harassment in any form are unacceptable and will not be tolerated. This policy outlines the steps we take to prevent, identify, and address bullying and harassment in our domiciliary care services, ensuring compliance with employment law, health and safety regulations, and CQC standards.

Our objectives are to:

Prevent bullying and harassment through education, training, and awareness.
Provide a clear reporting structure for individuals to raise concerns without fear of retaliation.
Take swift and appropriate action when incidents occur.
Promote a positive and respectful work culture where every individual is treated with dignity.

2. Scope

This policy applies to:

All employees (permanent, temporary, and agency staff).
Service users and their families who interact with our staff.
Volunteers, contractors, and visitors within our domiciliary care settings.
Any interactions between employees and external stakeholders.

This policy covers bullying and harassment that occurs:

At work, in service users’ homes, or during work-related activities.
Online, via phone, email, or social media communications.
Outside of working hours if the behaviour impacts professional relationships.

3. Definitions

3.1. Bullying

Bullying is repeated, inappropriate behaviour that causes physical, emotional, or psychological harm to an individual. It may include:

Verbal abuse, such as insults, shouting, or belittling comments.
Non-verbal abuse, including threatening gestures, exclusion, or intimidation.
Undermining someone’s confidence, spreading rumours, or deliberately sabotaging work.
Unjustified criticism or setting impossible expectations.

3.2. Harassment

Harassment is unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, or degrading environment. It may be related to:

Protected characteristics (age, disability, gender, race, religion, sexual orientation, etc.).
Sexual harassment, including inappropriate comments, advances, or touching.
Cyber harassment, such as online abuse or persistent messaging.
Racial or cultural discrimination, including offensive remarks or exclusion.

Harassment may be a single incident or a repeated pattern of behaviour and is unlawful under the Equality Act 2010.

4. Prevention Measures

At {{org_field_name}}, we take proactive steps to prevent bullying and harassment, including:

4.1. Staff Training and Awareness

All employees receive mandatory training on recognising, preventing, and responding to bullying and harassment. This includes understanding the impact of workplace harassment and how to create a supportive work environment.
Regular refresher courses and workshops reinforce best practices, keeping staff informed of changes in legislation, company policies, and best practices.
Managers receive specialist training on handling complaints, conflict resolution, and fostering a respectful workplace culture.
Training includes real-life case studies, role-playing exercises, and interactive discussions to enhance awareness and preparedness.
Employees are educated on bystander intervention techniques, encouraging staff to act responsibly and support colleagues facing bullying or harassment.

4.2. Promoting a Positive Workplace Culture

Encouraging open communication and mutual respect among staff and service users through regular team meetings and one-on-one discussions.
Implementing zero-tolerance policies, ensuring everyone understands our stance on bullying and harassment.
Encouraging teamwork, inclusion, and collaboration to prevent hostility, including initiatives such as peer mentoring and staff recognition programs.
Leadership and senior management set an example of professionalism and respectful behaviour, reinforcing an inclusive workplace culture.
Establishing a clear Code of Conduct that outlines expected behaviours and the consequences of bullying and harassment.

4.3. Risk Assessments and Monitoring

Regular staff and service user surveys to identify concerns, monitor well-being, and assess workplace morale.
Anonymous reporting mechanisms allow staff to voice concerns without fear of retaliation, providing a safe space to report issues confidentially.
Routine evaluations of workplace dynamics to detect any patterns of conflict or potential bullying behaviours before they escalate.
One-on-one check-ins with employees and service users to assess their experiences and address concerns proactively.
Continuous review of policies to adapt to new risks, regulatory changes, and best practices, ensuring compliance with employment law and CQC standards.
Implementing early intervention strategies, such as mediation services, to address issues before they escalate into serious conflicts.

5. Reporting and Investigation Procedures

5.1. Reporting Concerns

Employees and service users should report bullying or harassment as soon as possible:

1) Verbally to the Registered Manager or Safeguarding Lead

2) Inform the Registered Manager by email: {{org_field_registered_manager_email}}

3) Call the office and inform the Registered Manager or Safeguarding Lead: {{org_field_phone_no}}

4) Out of hours phone number: {{out_of_hours}}

5) Online via our website: {{org_field_website}}

Employees may also seek support from union representatives or external advisory services if needed.
Service users and their families can also report concerns through formal care reviews, or designated feedback forms.

5.2. Investigation Process

Acknowledgment: Complaints will be acknowledged within 3 working days.
Confidentiality: Investigations will be conducted discreetly and sensitively, ensuring that only those directly involved have access to the case details.
Fairness: Both the complainant and the alleged individual will be given a fair opportunity to present their account. Independent mediation may be offered where appropriate.
Resolution: Investigations will aim to be concluded within 14 days, where possible. Extensions will be communicated transparently to all parties involved.
Outcomes: If misconduct is found, actions may include:
- Formal disciplinary action, including warnings or termination.
- Mediation sessions to resolve conflicts in a structured and professional manner.
- Additional training, supervision, or monitoring to prevent recurrence.
- Referral to external regulatory bodies if the behaviour breaches safeguarding laws or professional standards.
If a report is found to be malicious or false, appropriate action will also be taken against those responsible while ensuring fairness and due process.

6. Responsibilities

6.1. Management Responsibilities

Enforce this policy and act as role models by demonstrating respectful and professional behaviour in all interactions.
Investigate reports impartially and promptly, ensuring all concerns are taken seriously and handled confidentially.
Provide ongoing staff support and training, including refresher courses on preventing bullying and harassment.
Maintain clear communication channels for employees and service users to raise concerns safely.
Ensure appropriate disciplinary measures are in place and consistently applied when necessary.
Monitor workplace culture through regular staff feedback and well-being assessments.
Encourage mediation and conflict resolution before issues escalate into formal complaints.

6.2. Employee Responsibilities

Treat colleagues, service users, and stakeholders with respect, ensuring inclusivity and fairness in all interactions.
Report concerns in good faith, without fear of retaliation, through designated reporting channels.
Cooperate fully in investigations and conflict resolution efforts, ensuring honesty and transparency.
Foster a supportive workplace culture by intervening when witnessing inappropriate behaviour and supporting colleagues who may be affected.
Attend required training sessions on workplace respect, diversity, and bullying prevention.
Adhere to company policies and professional codes of conduct at all times.

6.3. Service User Responsibilities

Service users and their families should also treat staff with dignity and respect, recognising the professionalism and dedication of care workers.
If concerns arise, they are encouraged to raise issues through the appropriate channels, such as formal complaints procedures, feedback forms, or direct discussions with management.
Engage in open and respectful communication with staff members, fostering positive relationships and collaboration.
Recognise and respect staff boundaries, understanding the importance of a professional and safe working environment.
Participate in care discussions and decisions in a constructive and respectful manner, ensuring a person-centred approach to care delivery.

7. Policy Review

This policy will be reviewed annually or sooner if required due to legislative changes or emerging risks.

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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