Examples of workplace policies

Most unions provide model policies to help their reps promote a working environment free from all forms of harassment and bullying, but sometimes it is useful for reps to have actual examples to refer to.

Union reps have forwarded a number of policies to LRD’s Payline database, and many organisations’ policies are available on their websites.

For example, Glasgow City Council’s bullying and harassment policy can be downloaded from its website. The policy encourages any employee who is the victim of bullying or harassment to: not ignore the problem; confide in someone; understand the policy and the options open to them; keep a record of any incident(s); and consider taking action. An employee can talk to a trained counsellor from the Employee Assistance Provider; a trained bullying and harassment contact; their line manager; work colleague; trade union rep or service HR team.

Teesside University’s policy on bullying and harassment can be found on its website. The policy sets out that: "Our goal is to develop a working environment in which harassment is known to be unacceptable and where individuals are confident enough to bring complaints without fear of ridicule or reprisal." The procedure has an informal stage which includes the use of a Harassment Advisor and a formal procedure with clear timescales indicated and an appeal procedure.

The BBC’s bullying and harassment policy sets out that the organisation has a duty of care to protect its staff. It advises:

“If you have a problem with bullying or harassment we encourage you to use the support available to try to resolve it as early as possible, ideally in an informal way. We will investigate any complaint that you bring to our attention in a fair, independent and confidential way and, after considering all the facts, we will take prompt and appropriate action.”

The policy explains the support available, how staff can informally or formally address issues with bullying or harassment. An accompanying Guide to dealing with bullying and harassment provides links to external support and detailed information on bullying and harassment using examples and case studies. It also gives guidance on examples of acceptable and unacceptable behaviour.

Employers, unions and industry bodies signing the Federation of Entertainment Unions (FEU) code of conduct on bullying and harassment:

• acknowledge that there is an industry-wide problem with bullying and harassment and that employers, workers and industry bodies must pledge to make workplaces safe, positive environments to enable creative workers to do their jobs;

• make it a priority to provide training for managers and workers in dealing with unreasonable behaviour and education on awareness of bullying;

• provide access to confidential bullying hotlines and counselling services;

• work towards the inclusion of workers on arts and media organisations' structures, bodies and boards;

• provide clear guidance for staff and freelances on all company anti-bullying and health and safety policies;

• ensure freelance and casual workers are included in company anti-bullying policies;

• recognise the positive role unions have in formulating anti-bullying policies and their contribution to promoting workplaces cultures where creativity can flourish without conflict;

• support specific training for students and new entrants in the arts and media;

• share good practice and work collectively in the workplace to promote the message of non-tolerance of bullying by managers and between co-workers; and

• require commissioners/commissioning bodies to ensure clients sign the code of conduct and, where appropriate, set up anti-bullying policies.