{"id":2895,"date":"2022-05-11T19:25:33","date_gmt":"2022-05-11T19:25:33","guid":{"rendered":"https:\/\/loginconstruction.co.uk\/?page_id=2895"},"modified":"2022-05-11T19:39:38","modified_gmt":"2022-05-11T19:39:38","slug":"ant-harassment-policy","status":"publish","type":"page","link":"https:\/\/loginconstruction.co.uk\/ant-harassment-policy\/","title":{"rendered":"Bullying and Harassment Policy"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"2895\" class=\"elementor elementor-2895\" data-elementor-post-type=\"page\">\n\t\t\t\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-f7dad9b elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"f7dad9b\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-e00b5a7\" data-id=\"e00b5a7\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-element elementor-element-c7fdcb3 elementor-widget elementor-widget-heading\" data-id=\"c7fdcb3\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.18.0 - 20-12-2023 *\/\n.elementor-heading-title{padding:0;margin:0;line-height:1}.elementor-widget-heading .elementor-heading-title[class*=elementor-size-]>a{color:inherit;font-size:inherit;line-height:inherit}.elementor-widget-heading .elementor-heading-title.elementor-size-small{font-size:15px}.elementor-widget-heading .elementor-heading-title.elementor-size-medium{font-size:19px}.elementor-widget-heading .elementor-heading-title.elementor-size-large{font-size:29px}.elementor-widget-heading .elementor-heading-title.elementor-size-xl{font-size:39px}.elementor-widget-heading .elementor-heading-title.elementor-size-xxl{font-size:59px}<\/style><h1 class=\"elementor-heading-title elementor-size-default\">Bullying and Harassment Policy<\/h1>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1fb71ce elementor-widget elementor-widget-heading\" data-id=\"1fb71ce\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">LOGIN Construction Services LTD<\/h2>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-67c38d8 elementor-widget elementor-widget-text-editor\" data-id=\"67c38d8\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.18.0 - 20-12-2023 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p>Version 1.2 April 2022 Policy Reference: POL-PPL-004<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ffdd3ed elementor-widget elementor-widget-heading\" data-id=\"ffdd3ed\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">1. Introduction<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8124498 elementor-widget elementor-widget-text-editor\" data-id=\"8124498\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>1.1 We are committed to the fair treatment of everyone regardless of age, colour, disability,<br \/>ethnicity, gender, nationality, race, religious or spiritual beliefs, sexual orientation, gender<br \/>reassignment or gender identity or any other personal characteristic.<\/p><p><br \/>1.2 Under the Health &amp; Safety at Work Act 1974, we have a duty to provide everyone with a<br \/>safe place and system of work. This includes a workplace free from bullying and harassment<br \/>which may, in certain circumstances, also amount to unlawful discrimination.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bba89ba elementor-widget elementor-widget-heading\" data-id=\"bba89ba\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">2. Purpose<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-1191e0b elementor-widget elementor-widget-text-editor\" data-id=\"1191e0b\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>2.1 It is our aim to ensure that everyone is treated with dignity and respect, free from<br \/>harassment or other forms of bullying at work and, to provide a working environment where<br \/>employees feel safe, work effectively, confidently, enjoying their work and fulfilling their<br \/>personal potential.<\/p><p><br \/>2.2 This policy sets out examples of the type of conduct that may constitute harassment or<br \/>bullying and our commitment to eliminating such conduct.<\/p><p><br \/>2.3 It should be read in conjunction with the Company Code of Conduct and other company<br \/>policies so that you can familiarise yourself with what is expected of you and those around<br \/>you.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3c59a57 elementor-widget elementor-widget-heading\" data-id=\"3c59a57\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">3. Scope<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4bd58d8 elementor-widget elementor-widget-text-editor\" data-id=\"4bd58d8\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>3.1 This policy covers bullying or harassment which occurs both in the workplace and in<br \/>settings outside the workplace, such as on social media, business trips, events, social<br \/>functions organised for or on behalf of us and whether on or off our premises.<\/p><p><br \/>3.2 This policy applies to all fixed term and permanent employees. However, that does not<br \/>mean that we will not follow up any issues raised by or about 3 rd parties such as<br \/>contractors, agency workers, consultants and customers.<\/p><p><br \/>3.3 This policy should be read in conjunction with our Equality, Diversity &amp; Inclusion policy.<\/p><p><br \/>3.4 This policy does not form part of any contract of employment and we may amend it at<br \/>any time.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cd31b38 elementor-widget elementor-widget-heading\" data-id=\"cd31b38\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">4. Principles<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-578954e elementor-widget elementor-widget-text-editor\" data-id=\"578954e\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>4.1 We will not tolerate bullying or harassment for any reason. It is the responsibility of all<br \/>employees to encourage and maintain an environment that is free from bullying and<br \/>harassment by treating their colleagues with dignity and respect. Every employee should<br \/>consider whether their words or conduct could be offensive to others; even unintentional<br \/>bullying or harassment is unacceptable.<\/p><p><br \/>4.2 The Equality Act 2010 defines harassment as \u2018unwanted conduct that is related to a<br \/>relevant protected characteristic, which has the purpose or effect of violating an individual\u2019s<br \/>dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment<br \/>for that individual.<\/p><p><br \/>4.3 Harassment often (but not exclusively) targets the gender, sexual orientation, marital or<br \/>civil partner status, gender reassignment, gender identity, race, colour, nationality, ethnic or<br \/>national origin, religion or belief, disability or age of a victim. A single incident of unwanted or<br \/>offensive behaviour to one individual can amount to harassment.<br \/>Examples of Harassment include:<br \/>\u2022 Unwanted physical conduct or \u201chorseplay\u201d (touching, pinching, pushing or bruising,<br \/>invading personal space, groping, shoving, punching);<br \/>\u2022 more serious forms of physical or sexual assault;<br \/>\u2022 unwelcome sexual behaviour (flirting, suggestive comments, advances, propositions or<br \/>pressure for sexual activity);<br \/>\u2022 suggestions of sexual favours (to further career or that may hinder it);<br \/>\u2022 continued suggestions for social activity (if already been unwelcomed);<br \/>\u2022 Inappropriate behaviour (offensive or intimidating comments, gestures, jokes or pranks);<br \/>\u2022 pornographic material (sending, displaying, emails, texts, video clips, photography, mobile<br \/>phone or internet); \u2022 Ignoring or shunning.<br \/>\u2022 Mis-gendering or using a person\u2019s dead name.<\/p><p><br \/>4.4 The complainant need not possess the relevant characteristic themselves and can be<br \/>because of their association with a person who has a protected characteristic, or because<br \/>they are wrongly perceived to have one, or are treated as if they do.<\/p><p><br \/>4.5 Harassment applies to all protected characteristics except for pregnancy and maternity<br \/>where any unfavourable treatment may be considered discrimination, and marriage and civil<br \/>partnership where there is no significant evidence that it is needed.<\/p><p><br \/>4.6 Bullying may be characterised as offensive, intimidating, malicious or insulting behaviour,<br \/>which involves an abuse or misuse of power over another person through negative acts or<br \/>behaviour that undermines humiliates, denigrate or injures them personally and\/or<br \/>professionally. Bullying is often a form of harassment and can undermine self-confidence,<br \/>competence and self-esteem. Examples of Bullying include:<br \/>\u2022 Shouting at, being sarcastic towards, ridiculing or demeaning others;<br \/>\u2022 physical or psychological threats;<br \/>\u2022 overbearing and intimidating levels of supervision;<\/p><p>\u2022 Inappropriate and\/or derogatory remarks about someone\u2019s performance;<br \/>\u2022 abuse of authority or power by those in positions of seniority;<br \/>\u2022 unjustifiably excluding colleagues from meetings or communications;<br \/>\u2022 cyber bullying, where bullying, harassment and victimization is conducted through<br \/>technology and social media networking sites and may not always be tangible.<br \/>\u2022 \u201cOuting\u201d someone or discussing their gender identity with others.<\/p><p><br \/>4.7 Bullying conducted through social media such as blogs or social networking sites is<br \/>known as Cyber bullying. Inappropriate photographs, offensive or threatening comments or<br \/>sensitive personal information might be posted vindictively. Bullying through technology is<br \/>not always tangible, and it can carry on online away from the workplace; the victim may, or<br \/>may not, be aware that they are being bullied but their colleagues would; for example, while<br \/>they are likely to see a threat emailed to them, they may not see comments on a social<br \/>networking site.<\/p><p><br \/>4.8 Bullying &amp; harassment behaviour may not always be intentional but it is always<br \/>unacceptable, whether unintentional or not.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0ba679a elementor-widget elementor-widget-heading\" data-id=\"0ba679a\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">5. Confidentiality<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-0a93563 elementor-widget elementor-widget-text-editor\" data-id=\"0a93563\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>5.1 Confidentiality is an important part of the procedure provided under the policy. Everyone<br \/>involved in the operation of the policy, whether making a complaint or involved in any<br \/>investigation, is responsible for observing the high level of confidentiality that is required.<\/p><p><br \/>5.2 Breach of confidentiality may give rise to disciplinary action under our Disciplinary Policy<br \/>(POL-PPL-006).<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6fdf9b0 elementor-widget elementor-widget-heading\" data-id=\"6fdf9b0\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">6. Informal Resolution<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-77ac747 elementor-widget elementor-widget-text-editor\" data-id=\"77ac747\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>6.1 If you consider that you are being harassed or bullied, you should initially attempt to<br \/>resolve the problem informally with the person responsible if you feel able, and explain<br \/>clearly that the behaviour is not welcome or makes you feel uncomfortable.<\/p><p><br \/>6.2 If this is too difficult or embarrassing to do this, you must seek support from your<br \/>manager or one of the Senior Employee Relation Specialists in the People Team. They will<br \/>provide confidential advice and assistance to anyone who believes they have been harassed<br \/>or bullied and will offer to assist in the resolution of any problems, whether through informal<br \/>or formal means.<\/p><p><br \/>6.3 If the informal steps have not been successful or would not be appropriate, then a formal<br \/>complaint should be raised under our formal grievance procedure.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4686885 elementor-widget elementor-widget-heading\" data-id=\"4686885\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">7. Formal Procedure<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-bf5ab8a elementor-widget elementor-widget-text-editor\" data-id=\"bf5ab8a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>7.1 All formal complaints will be investigated thoroughly and promptly in accordance with our<br \/>Grievance Policy and where bullying or harassment is shown to have taken place it will be<br \/>dealt with under our Disciplinary Policy as a form of misconduct.<\/p><p><br \/>7.2 You, in confidence, must set out in writing the nature of the complaint, including any<br \/>relevant facts, dates, and the names of the alleged harasser or bully.<\/p><p>7.3 This must be addressed to either your manager or your Senior Employee Relations<br \/>Specialist (in the case that the complaint is regarding the manager).<\/p><p><br \/>7.4 On occasions, the company may make the decision to initiate the formal procedure and<br \/>commence investigation where we consider that the alleged conduct is too serious to be<br \/>dealt with informally.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-f94be84 elementor-widget elementor-widget-heading\" data-id=\"f94be84\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">8. Right to be accompanied<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-886342a elementor-widget elementor-widget-text-editor\" data-id=\"886342a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>8.1 You have a statutory right to be accompanied by a work colleague, a trade union<br \/>representative, or an official employed by a trade union at any formal grievance or grievance<br \/>appeal meeting.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-24f9d80 elementor-widget elementor-widget-heading\" data-id=\"24f9d80\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">9. Suspension<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-94defa4 elementor-widget elementor-widget-text-editor\" data-id=\"94defa4\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>9.1 Consideration will be given to whether temporary redeployment or changes of reporting<br \/>lines are necessary.<\/p><p><br \/>9.2 In potentially serious cases of alleged bullying or harassment, consideration will be given<br \/>to whether to suspend one or both parties whilst the case is investigated. Suspension would<br \/>be with full pay and benefits and would be used as a precautionary measure pending the<br \/>outcome of the investigation, or to enable the investigation to take place.<\/p><p><br \/>9.3 The terms of the suspension would be confirmed in writing to you and the suspension<br \/>would be reviewed regularly.<\/p><p><br \/>9.4 Suspension is not a disciplinary penalty and does not imply that any decision has already<br \/>been made about the allegations.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-751355f elementor-widget elementor-widget-heading\" data-id=\"751355f\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">10. Investigations<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d3af8b1 elementor-widget elementor-widget-text-editor\" data-id=\"d3af8b1\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>10.1 A manager who has not been involved in the complaint will complete a full investigation.<br \/>The alleged harasser or bully should be informed of the complaint.<\/p><p><br \/>10.2 The investigation will be conducted promptly, thoroughly and impartially. The amount of<br \/>time any investigation will take will depend on the nature of the allegations and will vary from<br \/>case to case but all parties should be informed of the expected timescales.<\/p><p><br \/>10.3 The investigating manager will meet with both parties separately to establish facts and<br \/>to hear the account of the events leading to the complaint.<\/p><p><br \/>10.4 It may be necessary to interview witnesses to any incidents mentioned in the complaint<br \/>or which are brought to the attention of the investigator during any interviews.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-441ca26 elementor-widget elementor-widget-heading\" data-id=\"441ca26\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">11. Outcome from Investigation<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-7d33b90 elementor-widget elementor-widget-text-editor\" data-id=\"7d33b90\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>11.1 At the conclusion of the investigation, a decision on the course of action will be made<br \/>and all parties will be informed in writing of the outcome and any action that may be<br \/>required.<\/p><p>11.2 If there are grounds for taking formal action in relation to bullying &amp; harassment, than<br \/>the investigating officer will communicate this to an impartial manager and the normal<br \/>disciplinary procedure for misconduct\/gross misconduct should then be followed and the<br \/>alleged harasser will be invited to a disciplinary meeting.<\/p><p><br \/>11.3 If the complaint is upheld at the disciplinary stage, there are a number of possible<br \/>outcomes for the harasser and\/or bully, depending on the evidence presented and the<br \/>circumstances. Please refer to the Disciplinary policy for full details. These could include, but<br \/>are not limited to:<br \/>\u2022 Dismissal<br \/>\u2022 A formal warning<br \/>\u2022 A recommendation of redeployment of the harasser, either on a temporary or a permanent<br \/>basis. This will not be on any less favourable terms and conditions of employment<br \/>\u2022 Implementation of other sanctions as detailed in our Disciplinary Policy<br \/>\u2022 Making arrangements for both parties to work as separately as possible within the same<br \/>workplace.<\/p><p><br \/>11.4 In addition to the above, the harasser may be required to attend any training courses as<br \/>deemed necessary.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-cd5fc9d elementor-widget elementor-widget-heading\" data-id=\"cd5fc9d\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">12. Appeals<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6054d9c elementor-widget elementor-widget-text-editor\" data-id=\"6054d9c\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>12.1 Appeals against decisions taken under the Bullying and Harassment at Work Policy<br \/>shall be dealt with as follows:<br \/>\u2022 Appeals against a disciplinary sanction will be dealt with in accordance with the appeals<br \/>process in our Disciplinary Policy.<br \/>\u2022 Appeals by a complainant about the outcome of any inquiry will be dealt with in accordance<br \/>with the appeal process in our Grievance Policy.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-3e0172f elementor-widget elementor-widget-heading\" data-id=\"3e0172f\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">13. False Allegations<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-76312b0 elementor-widget elementor-widget-text-editor\" data-id=\"76312b0\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>13.1 We take very seriously any \u2018false\u2019 accusations, if through the course of the investigation<br \/>evidence demonstrates that the allegation has been made frivolously, maliciously, or for<br \/>personal gain, then the individual making the complaint will be subject to Disciplinary<br \/>proceedings as outlined in our Disciplinary Policy.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-8ec70ff elementor-widget elementor-widget-heading\" data-id=\"8ec70ff\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">14. Protection<\/h3>\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a42f6b0 elementor-widget elementor-widget-text-editor\" data-id=\"a42f6b0\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<p>14.1 Anyone making a complaint or assisting with an investigation conducted under the<br \/>policy will be protected from any form of intimidation or victimisation as a result of<br \/>involvement.<\/p><p><br \/>14.2 Anyone who considers that they have been subjected to any such intimidation or<br \/>victimisation should seek support from their manager or their Senior Employee Relations<br \/>Specialist. They may alternatively or additionally raise a complaint in writing under our<br \/>Grievance Policy (POL-PPL-009).<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>Bullying and Harassment Policy LOGIN Construction Services LTD Version 1.2 April 2022 Policy Reference: POL-PPL-004 1. Introduction 1.1 We are committed to the fair treatment of everyone regardless of age, colour, disability,ethnicity, gender, nationality, race, religious or spiritual beliefs, sexual orientation, genderreassignment or gender identity or any other personal characteristic. 1.2 Under the Health &amp; [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Bullying and Harassment Policy - LOGIN Construction &amp; Groundworks<\/title>\n<meta name=\"description\" content=\"LOGIN Construction Services LTD Bullying and Harassment Policy.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/loginconstruction.co.uk\/ant-harassment-policy\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Bullying and Harassment Policy - LOGIN Construction &amp; 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