"eyes and ears along the coast"

 

BULLYING AND HARASSMENT POLICY

 

Everyone will be treated with dignity and respect at Coastwatch Scotland Irvine Unit (hereinafter called the "CWS"). Bullying and harassment of any kind are in no-one's interest and will not be tolerated in the workplace; this includes bullying or harassment of staff by visitors to CWS. This policy applies to all Trustees, members and volunteers on and off the premises, including those working away from their main office, place of work. Bullying and harassment will be treated as disciplinary offences.

 

 

What is Bullying and Harassment?

 

 

Harassment, in general terms is unwanted conduct affecting the dignity of men and women in the workplace, where actions or comments are viewed as demeaning and unacceptable to the recipient. It may be related to age, gender, race, disability, religion, belief, sexuality, nationality or any personal characteristic of the individual, and may be persistent or an isolated incident. Bullying is offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient

 

Bullying or harassment may be by an individual against an individual or involve groups of people. It may be obvious or it may be insidious. It may be face to face or in written communications, electronic (e)mail, phone. Whatever form it takes, it is unwarranted and unwelcome to the individual. It may take place in private or in public.

 

 

Examples of bullying/harassing behaviour include:

- spreading malicious rumours, or insulting someone by word or behaviour (particularly on the grounds of race, sex, age, disability, sexual orientation and religion or belief)

 

- copying documents of any kind that are critical about security

 

 

Complaints:

Complaints will be taken seriously and investigated promptly, objectively and independently. Decisions can then be made as to what action needs to be taken.

 

 

Informal action:

If appropriate, the matter will be dealt with informally; sometimes people are not aware that their behaviour is unwelcome and an informal discussion can lead to greater understanding and an agreement that the behaviour will cease

 

 

Formal action:

More serious cases of bullying or harassment will be dealt with under the organisation’s disciplinary procedures. Where bullying or harassment amounts to gross misconduct, dismissal without notice may be appropriate. The person making the complaint will not be moved unless they ask for such a move. Counselling and Mediation Counselling or mediation may be considered, particularly where investigation shows no cause for disciplinary action, or where it may be useful to help resolve the issue or help support the person accused as well as the complainant

 

 

Unfounded allegations

Volunteers lodging a complaint will not be disciplined for doing so unless somebody makes an unfounded allegation of bullying and/or harassment for malicious reasons. The case will then be investigated and dealt with fairly and objectively under the disciplinary

 

 

Procedures

The aim of these procedures is to ensure incidents of bullying and harassment can be recognised and dealt with.

 

 

How can bullying and harassment be recognised?

Behaviour that is considered bullying by one person may be considered firm management by another. Most people will agree on extreme cases of bullying and harassment but it is sometimes the “grey” areas that cause most problems. Bullying and harassment can often be hard to recognise – they may not be obvious to others, and may be insidious. The recipient may think “perhaps this is normal behaviour for Coastwatch". They may be anxious that others will consider them weak, or not up to the job, if they find the actions of others intimidating. They may be accused of “overreacting” and worry that they won’t be believed if they do report incidents. People being bullied or harassed may sometimes appear to overreact to something that seems relatively trivial but which may be the “last straw” following a series of incidents. There is often fear of retribution if they make a complaint. Colleagues may be reluctant to come forward as witnesses, as they too may fear the consequences to themselves. They may be so relieved not to be the target of the bully that they collude with the bully as a way of avoiding attention. Bullying and harassment makes someone feel anxious and humiliated. Feelings of anger and frustration at being unable to cope may be triggered. Some people may try to retaliate in some way. Others may become frightened and demotivated. Stress, loss of self confidence and self-esteem caused by harassment or bullying can lead to insecurity, illness, absence from work, and even resignation. Almost always job performance is affected and relations in the workplace suffer.

 

 

Why do we need to take action?

Bullying and harassment are not only unacceptable on moral grounds but may, if unchecked or badly handled, create serious problems:

 

- Poor morale and poor relations with other volunteers

- Loss of respect for team management

- Poor performance

- Lost productivity

- Absence

- Resignations

- Damage to organisational reputation

-Tribunal and other court cases and payment of unlimited compensation.