Adult Bullying in the Workplace Policy
Introduction and Rationale
This policy was drawn up in June 2006. It was reviewed in 2010, and reviewed again by the Board of Management on 10 November 2014. 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 Union 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
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.