Harassment and Bullying Complaint Procedure

zYx

zYx

zYx

Associate
Joined
2 Dec 2007
Posts
421
Location
ISS
Hi everybody,

I've got a problem with bullying and harassment at my workplace.

This is not me who's being bullied, but someone close at my workplace. Unfortunately this person is afraid of reporting anything, because it will cause even more hell for her. Yes her.

It got to the point when she started recording every conversation. The last one she recorded was yesterday and it lasts for nearly 1 hour. When I listened to this, I wanted to go to talk these people with my baseball bat, (she's being harassed by two people, managers, friends).
My baseball bat can wait, so I can deal with it diplomatically first. This person is very close to me and I won't let anybody to talk to her like that.

I am prepared to take every possible step to get these people in to trouble, maybe sacked.

All I need from you guys is some advice. I've never dealt with something like this myself. People don't even try to bully me :p they know they've got no chance, but I need to help my friend.

I did read some info here http://j.mp/rDPGF2 here http://j.mp/ukoh5e so this is definately a workplace bullying and harassment.

My bosses aren't the smartest ones and are not always very helpful. This bullying is not coming from the highest bosses, but from someone in between the staff and senior managers.

What should we do?
 
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you have to follow the correct process, which I think is to formally raise a grievance with HR or appropriate senior manager.

Don't get mad get even, industrial tribunal beckons.

I hate bullying managers.

you can act as support as well if she wants.
 
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mark your teretory give her some love bits and maybe a black eye if you witless any more bullying say "that female belongs to me, step back lest I break your bones" then laugh, laugh a lot
 
I've already pre-warned my line manager. We are going to write a report/complaint for bullying this weekend, which will be going to our Senior Manager and HR.

We will write the whole conversation on the paper and if they question the validity of this document, we will let them know about the recording.
Can they do anything about this recording?

All my managers are a bunch of idiots and amateurs. I have a feeling that according to their way of thinking, they will have a chat with them two and that will be it. And it will cause more hell. I know about the procedures, depending where you work, but what I'm asking about is what if my manager/HR won't do much about it?

I was thinking about tribunal office and eventually lawyer, seriously. I am prepared for that.
 
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I don't know about how tribunals work but make sure you document everything (time, date, place, conversations, what was discussed etc) you do with your senior managers. You may want another impartial witness there too. It may well be the case that they don't do anything or laugh off your report, in which case they'll also be responsible should it come to a tribunal.
 
joxang said:
I don't know about how tribunals work but make sure you document everything (time, date, place, conversations, what was discussed etc) you do with your senior managers. You may want another impartial witness there too. It may well be the case that they don't do anything or laugh off your report, in which case they'll also be responsible should it come to a tribunal.
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Can she record every conversations or actually use them as evidence legally?
 
zYx said:
Can she record every conversations or actually use them as evidence legally?
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It may depend on what the given policy is for the tribunal or the company procedure whether it is permissible, that aside have a look at this thread for a bit more on the admissability of it.

For what it is worth my advice would be to go via the company procedure first, while your doubts about its effectiveness may be fair if you don't use it then any tribunal will probably ask if you'd followed it and if you haven't then simply refer you back to that as you haven't exhausted the proper channels before going down the legal route.
 
If she has any kind of legal protection insurance with her house or car insurance for example she should be covered for free legal advice via that policy. I have a friend who used this option and she was awarded £6k and the bullies were sacked.
 
Hr is the first port of call. If they shrug it off then they're are idiots, we had a workshop recently on equal ops, discrimination and hurrassment and some of the real life payouts used as examples were really staggering..
 
Not sure how recordings work in this instance, but its pretty much undeniable if its on tape...

Will be worth looking somewhere like ACAS... there are certain actions emloyers
MUST take in the event of a grievance(formal complaint).. its worth familiarizing yourself with the process..if the company doesn't play ball, they can be held to account should the situation not be resolved In a professional manner and you nerd to escalate the matter.
 
Worth baring in mind that if you go down the industrial tribrunial route then it's pretty much going to mean getting a new job. Is going to be pretty uncomfortable working for someone you've just dragged through the court.
 
neil_g said:
Hr is the first port of call. If they shrug it off then they're are idiots, we had a workshop recently on equal ops, discrimination and hurrassment and some of the real life payouts used as examples were really staggering..
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mattyfez said:
Not sure how recordings work in this instance, but its pretty much undeniable if its on tape...

Will be worth looking somewhere like ACAS... there are certain actions emloyers
MUST take in the event of a grievance(formal complaint).. its worth familiarizing yourself with the process..if the company doesn't play ball, they can be held to account should the situation not be resolved In a professional manner and you nerd to escalate the matter.
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We will be following our policies first.
We've done the report. It will be on my bosses desk monday 8am. She will inform them about hard evidence, but she won't release it until she will really have to.
neil_g said:
Worth baring in mind that if you go down the industrial tribrunial route then it's pretty much going to mean getting a new job. Is going to be pretty uncomfortable working for someone you've just dragged through the court.
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You're right, but this time I'm aiming at two particular staff members, not the whole company. These two people are causing chaos across the whole company exposing the company to losses for their selfishness and stupidity. Their actions affect other people including myself. I'm sure couple of other people will support us in this matter.

Going to court will be the last resort, but she will make it clear to them that it will be better for all of us if they sort this issue out properly, for good!
 
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