Dignity at Work Policy

Alibi Productions / Richard Cottier / Grace Gorst

It is the policy of Alibi Productions / Richard Cottier / Grace Gorst to make every effort to provide a working environment free from harassment and intimidation. We consider such behaviour to be unacceptable and will not permit, condone, or tolerate harassment or bullying of any kind. Bullying or harassment whether intentional or unintentional, is unacceptable and could result in dismissal from the production.

This is our policy on harassment and bullying and explains our procedures for dealing with harassment or bullying if it occurs. If you have questions about any aspect of this section, you should speak to Richard Cottier or Grace Gorst.

Scope of this policy

This policy applies to Alibi agency, self-employed, casual, and freelance staff as well as employees. Aspects of the policy may need to be applied in different ways to cater for those who are not employees (for example, freelance staff might want to raise a complaint with us as they will not have a manager. Please note: Any issues regarding ELR staff or volunteers would be raised to them by us but would be covered under the policies and procedures of ELR and any action or discipline would be undertaken by the ELR rather than by us).

Introduction

Everyone should be treated with dignity and respect at work this includes members of cast and management and the public. This also mean the staff of ELR and the volunteers and members of the public. Bullying and harassment of any kind are in no- one’s interest. Bullying and harassment can lead to:

poor morale and poor employee relations,
loss of respect for managers and supervisors,
poor performance,
ill-health and absence,
resignations,
damage to our reputation; and
legal claims.

Individuals who are subjected to bullying and harassment related to ‘protected characteristics’ have special protection. The protected characteristics are age, disability, race (including national origin and nationality), religion or belief, marriage and civil partnership, sex, sexual orientation, gender reassignment, pregnancy, and maternity. We do not tolerate bullying, harassment or slander (both direct and inferred) whether it is related to protected characteristics or not. This applies not only in the workplace but outside work where there is a work connection – for example at a social event or online (Facebook, Twitter etc). Such behaviour is normally gross misconduct and likely to result in dismissal/breach of contract in serious cases and may be a criminal offence. In this policy, where we use the expression ‘harassment’, it includes bullying.

What are bullying and harassment?

Bullying and harassment include conduct that has the purpose or effect of creating an intimidating, degrading or offensive environment. It might include:

‘picking on’ or ostracising or making degrading comments about a colleague.
criticising a colleague in public.
whispering or gossiping campaigns.
shouting or swearing at a colleague or manager.
repeatedly putting unreasonable pressure on staff that you manage, for example, imposing unachievable deadlines.
conduct related to protected characteristics.

Bullying or harassment related to protected characteristics has a broad meaning. It is unlawful even if it was unintended and the person doing it was unaware that he or she might cause offence.

Your responsibilities

All staff have a responsibility to ensure that bullying and harassment do not occur. You must demonstrate respect for your colleagues whilst at work and must not harass or bully anyone. Managers have additional responsibilities to ensure that this policy is implemented and, if harassment or bullying occurs, that it is dealt with effectively

What to do if you are harassed or bullied

If you feel you are being harassed or bullied, we encourage you to report it to:

Richard Cottier or Grace Gorst.

If a customer, contractor or other third party (someone who is not employed by us including ELR staff or volunteer) subjects you to harassment or bullying, you should tell us. We will do what we reasonably can to prevent it happening again. If you see this happening to a colleague, you should also tell us.

What will happen if I make a complaint of bullying or harassment?

If you make a complaint, we will normally hold a private conversation or initial meetings with you to:

find out the details; and
discuss whether you want the matter to be dealt with informally (initially) or by using a formal procedure.

At the initial meeting, you may be accompanied by a work colleague, but this is not a requirement for you.
You may want to try to resolve the problem informally by explaining to the individual concerned that their behaviour is unwelcome and should stop. If you wish, you may do this with support from a colleague or a manager.

If you decide to try and resolve the problem informally, it is a good idea to keep notes or a diary of any incidents of bullying or harassment and your attempts to resolve matters. If this does not resolve matters, these may help us investigate should you decide to take things further.

If you choose the informal route, you may not want us to take any action. Although we will normally follow your wishes, if we believe that the welfare, health or safety of others may be at risk or for other overriding reasons, we may decide to look into things further. This may involve approaching the alleged bully or harasser.

Formal approach – grievance procedure

If you feel that attempts at informal resolution have not worked or you do not want to try for informal resolution, you may follow the Grievance Procedure.

Examples of harassment related to protected characteristics

Harassment can take a number of forms. Examples include the following:

Sexual harassment

Harassment related to sex or of a sexual nature might include:

derogatory comments about gender or matters associated with gender.
ostracism related to gender (whether the person affected is of the same or different gender)
degrading comments about appearance or dress.
physical conduct of a sexual nature ranging from unnecessary touching to sexual assault
making offensive comments to a pregnant woman about her appearance.
unwelcome sexual advances, flirtatious or suggestive remarks, leering, whistling or sexually suggestive gestures
display of pornographic or sexually suggestive pictures, objects or written materials
repeated requests to go on a date or to socialise outside of work when this is unwanted.
pressure for sexual behaviour/favours in return for avoiding detrimental treatment; or
detrimental treatment following the rejection of a sexual advance.

Racial or religious harassment

Racial or religious harassment might include:

derogatory or degrading abuse or insults and offensive comments about race or religion
display, circulation or discussion of racist pictures, objects or written materials
repeatedly dismissing or not taking seriously a person’s request for their religious practices to
be accommodated.
unjustified display of emblems that have sectarian or religious significance; or
telling of jokes related to race or religion.

Disability related harassment

Harassment related to disability might include:

mimicry and imitation of the disabled person
telling of jokes related to disability
offensive comments about disability or matters associated with disability.

Harassment related to sexuality.

Harassment related to sexual orientation might include:

teasing or name calling about an individual’s sexual orientation (real or perceived)
homophobic ‘jokes or derogatory stereotyping based on sexual orientation.
‘outing’ a person (i.e., revealing their sexual orientation) against their wishes.

Age-related harassment

Harassment related to age might include:

telling jokes related to age or the perceived effects of age.
derogatory stereotyping based on age; or
talking down to and humiliating staff on the basis of their age.

Consequences of breaching this policy

Failure to comply with this policy could result in disciplinary action being taken against employees (up to and including summary dismissal) and in the case of non-employees, termination of the relationship.

This policy is not part of any contract of employment and does not create contractual rights or obligations. It may be amended by us at any time.