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Adult Bullying in the Workplace Policy
Introduction and Rationale
This policy was drawn up in June 2006. It was reviewed at a staff meeting on
25 November 2010, and discussed at a Board of Management meeting on 13 December
2010. The Board of Management of St Colmcille's BNS, Swords recognises that all
employees have the right to a workplace free from bullying and is fully
committed to ensuring that all employees are able to enjoy that right.
What is Adult Bullying?
Bullying in the workplace is repeated aggression, verbal, psychological or
physical, conducted by an individual or group against another person or persons.
Bullying is where the aggression or cruelty, intimidation or a need to
humiliate, dominate the relationships. Isolated
incidents of aggressive behaviour, while they are condemned unreservedly, do not
constitute bullying. Aggressive behaviour, which is systematic and ongoing,
constitutes bullying
Forms of Adult Bullying
- Being excluded socially
- Being subjected to
aggressive criticism or not being allowed to express opinions
- Reputation being
undermined through spreading of gossip
- Work of meaningless
nature being given to perform / or no tasks given at all
- Use or threat of
physical abuse
Informal Procedures for
Dealing with Bullying
- Seek advice and support
from friends and/or colleagues
- Check with colleagues to
see if anyone else is encountering similar treatment
- Speak to INTO Staff
Representative
- Speak to the principal /
deputy principal /chairperson or any other member of the Board of
Management
- Keep a written record
for future reference, quoting dates, times, places and any witnesses of
bullying
Formal Procedure
If it is not possible to resolve the matter informally, a formal complaints
procedure shall be applied incorporating the following steps:
- A written report to the
Board of Management should be made by the complainant or an authorised
person to whom the complaint is made and signed by the complainant.
- The complaint will be
investigated with minimum delay, and as confidentially as possible, by two
individuals named by the Board of Management, one of whom shall be the same
sex as the complainant, if so requested. Due respect shall be had for the
rights of the complainant and the alleged perpetrator.
- Both parties may be
accompanied / represented at all interviews / meetings held, and details of
these meetings shall be recorded in writing.
- When a complaint is
found to be substantiated, the extent and nature of the bullying will
determine the form of disciplinary action to be taken. These actions may
include a verbal warning, a written warning, suspension from some duties
with or without pay, suspension from full duties with or without pay or
dismissal.
- Where an employee is
victimised as a result of invoking or participating in any aspect of the
complaints procedure, including acting as a witness for another employee,
such behaviour will also be subject to disciplinary action.
- No record of any
complaint will be registered on an employee’s file unless the formal
procedure outlined above has been invoked
- It is the opinion of the
Board of Management that issues of bullying are best dealt with within the
school. However, no aspect of this policy affects any employee’s
individual rights to take their complaint outside of the school.
THIS POLICY WILL
BE SUBJECT TO PERIODIC REVIEW.
Sanctioned at Board of Management meeting on 13
December 2010
Posted on www.colmcilles.net
on Monday, 20 December 2010
Review date: December 2012
Signed:
__________________________
Thomas Shields (Chairperson)
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