Workplace Anti-Bullying & Anti-Harassment Policy

Plenaro LTD (the “Company”) seeks to provide a work environment that is safe and enjoyable for all. Bullying and harassment is a behaviour that makes someone feel intimidated or offended. Harassment is unlawful under the Equality Act 2010.

Workplace bullying and harassing behaviours have a detrimental effect on the Company and its people. Due to these behaviours is created an unsafe working environment, result in a loss of trained and talented staff, cause the breakdown of teams and individual relationships, increase absenteeism and reduce efficiency and productivity.

Examples of bullying or harassing behaviour include, but are not limited to:

  • spreading malicious rumours
  • unfair treatment
  • picking on or regularly undermining someone
  • denying someone’s training or promotion opportunities

The unwanted behaviour is related, indicative and not exhaustive, to one of the following:

  • age
  • sex
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race
  • religion or belief
  • sexual orientation

Bullying and harassment can happen:

  • face-to-face
  • by letter
  • by email
  • by phone

This Policy applies to behaviours that occur:

  • In connection with work, even if it occurs outside normal working hours;
  • During work activities, for example, when dealing with clients;
  • At work related events and functions, for example, at Christmas parties; and
  • On social media platforms where staff members interact.

The Company recognises that workplace bullying may involve comments and behaviours that offend some people and not others. The Company accepts that individuals may react differently to certain comments and behaviour. That is why a minimum standard of behaviour is required of all staff members. This standard aims to be respectful of all staff. This Policy applies to all staff members including employees, contractors, associates, trainees and volunteers.

What employees should do if they’re bullied or harassed

Employees should see if they can sort out the problem informally first. If they cannot, they should talk to:

  • Their Manager/Supervisor;
  • The Human Resources (HR) Department;
  • The Trade Union representative (if applicable).

Complaints of bullying, harassment and workplace violence will be taken seriously and will be handled immediately. If any of the employees make a complaint of workplace bullying, harassment or violence it will be taken seriously and will be dealt with sympathetically and in a confidential manner (except where the Company deems it is necessary to disclose information in order to properly deal with the complaint). Staff members will not be victimised or treated unfairly for making a complaint.

Managers’ and supervisors’ roles

Managers and supervisors should also ensure that all staff members understand this Policy and consequences of non-compliance. When managers and supervisors observe harassment, bullying or workplace violence occurring, they should take steps to prevent this conduct from continuing and warn the person or people involved of the consequences if the behaviour continues (including disciplinary measures up to and including termination of employment).

Staff’s Role

The Company expects staff members:

  • Not to engage in harassment, bullying or workplace violence;
  • Not to aid, abet or encourage others to engage in harassment, bullying or workplace violence; To behave in a responsible and professional manner;
  • Treat others in the workplace with courtesy and respect;
  • Listen and respond appropriately to the views and concerns of others; and
  • To be fair and honest in their dealings with others.

Other Measures

The Company also recognises the need for open communication in the workplace. The Company may implement what training it considers necessary in relation to behavioural standards and where appropriate will hold meetings to address standards, expectations and any issues. The frequency, dates and form of this training and meetings will be determined by management of the Company.

MORE INFORMATION

If you need any more information about workplace bullying, harassment, or violence please contact your Manager/Supervisor and/or the HR Department.