Seeking advice
- Who should I talk to?
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Where they feel able to, the employee should make clear to the person causing the offence that their behaviour is unacceptable to them, making reference to the policy. In many instances, this can be enough to bring an end to that behaviour.
If the employee themself does not feel able to raise their concerns directly with the person causing the offence, they may wish to seek advice and guidance from another person.
- This could be their manager or another manager, an HR Business Partner or a Trade Union representative.
- Alternatively, the University has a team of trained Dignity and Respect Champions who can offer guidance to staff who feel that they have experienced or witnessed unacceptable behaviour at work
- Employee Assistance Programme (EAP)
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Life isn’t always easy and having someone to turn to when you’re struggling and need support can make all the difference to your wellbeing. If you’re worried about finances, feeling anxious or stressed, or worried about your physical health or suffering from low confidence, your new EAP provided by Spectrum.Life, is here to help and support you.
Your New Employee Assistance Programme (EAP) – provided by Spectrum.Life
You can access wellbeing support whenever you need it most, including access to highly qualified counsellors by phone, WhatsApp, live chat and SMS, or you can even request a call back 24/7, 365 days a year. As well as a confidential counselling helpline offering up to eight structured counselling sessions, you have access to a medical helpline, legal support and help with day-to-day issues, such as career coaching, consumer advice or relationship mediation.
Whilst it’s great to know that you can access in the moment support when you need it most, your new EAP offers you so much more to proactively help you manage your wellbeing.
You can access:
- Wellbeing webinars
- Sound space podcasts with new topics and guests every week
- BeCalm programmes – self guided meditation and mindfulness exercises
- Digital Gym – live and on demand classes tailored for all abilities
- Clinician created content on topics such as parenting and managing depression
- Fitness and nutrition advice
- Shopping discounts
- Access to a digital wellbeing APP (see details below)
Access the EAP using the following details:
UK Freephone: 0800 316 9337 or WhatsApp and SMS: Text ‘Hi’ to 07418 360 046
Use access code: BeWell
Download the mobile app from your APP store: Spectrum.Life
Use access code: BeWell
- What process is followed?
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Informally:
Staff are encouraged, where possible, to resolve concerns informally. See Flowchart A.
Where they feel able to, the employee should make clear to the person causing the offence that their behaviour is unacceptable to them, making reference to this Dignity and Respect policy. In many instances, this can be sufficient to bring an end to that behaviour.
The employee should keep behaviour under review and make a note of any incidents of concern.
If the employee themself does not feel able to raise their concerns directly with the person causing the offence, they may wish to seek advice and guidance from another person.
- This could be their manager or another manager, an HR Business Partner or a Trade Union representative.
- Alternatively, the University has a network of trained Dignity Champions.
- Or the employee could access the Employee Assistance Programme.
This other person will outline and offer advice on the different ways of dealing with the matter informally, which may include:
- Further informal discussion with the person causing offence
- Resolution with the assistance of a third party or formal mediation.
Whilst these people can provide impartial advice and guidance, the employee concerned will be expected to make the decision about which route to follow and take responsibility for progressing with their desired actions.
Where informal action is taken, resolution might take the form of an apology and / or an undertaking by the person causing offence not to repeat the behaviour.
Formally:
If the problem has not been resolved by informal means, or the employee feels it cannot be resolved through informal means, then they may submit a formal complaint.
- If the complaint relates to another member of staff then this should be submitted as a grievance in line with the University’s Grievance Policy and procedure
- If the complaint relates to the conduct of a student then this will be taken forward by the University through the Student Disciplinary Regulation [link]. Guidance on reporting allegations of student misconduct can be found in: the Student Disciplinary Procedures and Student Disciplinary Guidance for Staff and Students
Reporting concerns to Police (harassment or potential Hate Crime).Where a victim of harassment considers that their safety is at risk, they are advised to report the matter to the Police. Where an employee other than the victim identifies a breach of this policy which may constitute a criminal offence or an immediate threat to safety, they may report the matter to the Police; alternatively, they may prefer to report the matter to the appropriate line manager who will liaise with the Office of the General Counsel to determine the most appropriate course of action. Where an individual reports a matter directly to the Police, they are requested to inform the University through the formal internal route set out in this policy, so that appropriate steps can be taken and support provided.