Use this policy to lay out the policy on dignity at work. This includes the company, and employee's rights and responsibilities.
This policy covers action to be taken if an employee confides in a manager, action to be taken if the manager suspects that an employee is being subjected to domestic violence, action to be taken if the manager is told by a third party that an employee is being subjected to domestic violence and action to be taken if an employee who has been subjected to domestic violence is underperforming.
This policy covers definitions of harassment, sexual harassment and bullying, examples of these types of behaviour, performance management, making a complaint and procedures to be followed once a complaint is raised.
This policy covers identifying harassment, bullying, preventing harassment and dealing with harassment.
Add this list of behaviours to a harassment policy to outline what might constitute harassment. The list includes behaviours that are sex-based and relating to sex, sexual orientation, race, religious belief, disability and age.
This notice confirms the organistion's commitment to afford their employees with dignity and respect at work. It sets out that inappropriate behaviour will not be tolerated by the organisations and reminds individuals of the process to follow if they observe inappropriate behaviour.
This template provides an overview of an investigation report into a complaint regarding dignity at work. It clearly sets out the evidence received, the findings of fact, issues to be addressed and the conclusion of the investigation.
This template outlines the terms of reference the organisation will have regard to when carrying out an investigation in to a complaint concerning dignity at work.
This letter can be used to acknowledge a complaint of discrimination or harassment. It outlines the organisation's policy and procedure for handling such complaints.
This letter can be used to inform an employee that a formal complaint has been made against them and the formal investigation process is being initiated. The letter also outlines the process that will be followed and who will form the investigation team.
As part of the formal investigation process, this letter can be used to invite the complainant to a formal investigation interview. The letter includes the right to be represented at the interview.
As part of the formal investigation process, this letter can be used to invite the respondent to a formal investigation interview. The letter includes the right to be represented at the interview.
As part of the formal investigation process, this letter can be used to invite witnesses to a formal investigation interview. The letter includes the right to be represented at the interview.
This letter can be sent to the respondent alongside the document containing the summary of complaint, listing the documentation gathered and witnesses interviewed as part of the investigation process. The letter provides the respondent with the right to respond to this information at a meeting.
This policy outlines an organisation's stance on bullying, and the steps it will take in response to this occurring. It is based on based on the Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work, which came into effect on 23 December 2020.