Harassment Policy

RIAM Harassment Policy

September 2016

Definition
Harassment/Bullying in the workplace is repeated aggression, verbal, psychological or physical, conducted by an individual or group against another person or persons. Bullying is where aggression or cruelty, viciousness, intimidation or a need to humiliate dominate relationships. Isolated incidents of aggressive behaviour, while to be condemned, should not be described as bullying. In the workplace environment there can be conflicts and interpersonal difficulties. Many of these are legitimate industrial relations difficulties, which should be dealt with through the appropriate industrial relations channels. Only aggressive behaviour, which is systematic and ongoing, should be regarded as bullying.
The Academy policy is that harassment/bullying (and sexual harassment) is not acceptable in the workplace.

It is the responsibility of both management and employees to ensure that this type of behaviour is not tolerated within the Royal Irish Academy of Music.

In addition to prevention it is the purpose of the protocol to promote awareness among employees of the appropriate steps to take should they encounter any problems in this area.

In the interests of fairness to all and to facilitate speedy resolution to any problem in this area, the Academy operates both formal and informal mechanisms for raising a complaint.

Informal Procedure

Employee(s) who feel that they are being harassed should:

  1. Consider if the conduct in question constitutes harassment/bullying
  2. Raise the issue informally with the person who is creating the problem pointing out that their conduct is unwelcome, offensive or interfering with work
  3. Alternatively, if the employee feels uncomfortable with a direct approach, he/she can raise the issue with the personnel officer or a senior member of management.

Formal Procedure

If the informal procedure is not possible or inappropriate:

  1. The employee should approach the Personnel Officer, verbally, in writing, or by telephone, outlining the nature of the complaint.
  2. The procedures to be followed will be explained to the complainant.
  3. All complaints of this nature will be treated seriously and with the utmost confidentiality.
  4. The Academy will immediately investigate the circumstances of the complaint.

The investigation will, as appropriate to the circumstances, conduct interviews, take statements etc. Written statements may be required.

Similarly the alleged perpetrator must be:

a) Advised of the allegation.
b) Allowed representation, if requested.
c) Given an unbiased hearing.
d) Be assured of confidentiality (where possible).
e) Be fully informed of the decision as a result of the investigation.

If, following the investigation, a complaint is found to be valid, prompt action will be taken to stop the harassment/bullying.

This may involve any or all stages of the Academy disciplinary procedure up to dismissal.

Given the seriousness with which these complaints will be treated, a false or malicious complaint will similarly be subject to the disciplinary procedures.

Nothing in this document should be construed as interfering with the individual’s right to consult, be advised and be represented by a Union Representative or official.

 

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