Anti-Harassment & Bullying Policy

Studio Ramsay (the “Company”)

ANTI-HARASSMENT & BULLYING POLICY

This policy is non-contractual and does not form part of the worker's terms and conditions with the Company. The Company reserves the right to amend this policy at any time.

1. Our Principles

The Company is committed to creating a work environment free of harassment and bullying, where everyone is treated with dignity and respect. The Company has zero tolerance for workplace violence, bullying, harassment, victimisation and discrimination. Respect and support for cultural diversity, open and honest team co-operation and an environment free of intimidation, fear and harassment are the basics of our corporate culture.

All allegations of bullying and harassment will be investigated objectively. Employees found guilty of harassment or bullying may face disciplinary penalties, up to and including dismissal, could be personally liable to pay compensation in legal claims and may face criminal charges. The Company will not tolerate victimisation of a person for making allegations of bullying or harassment in good faith or supporting someone to make such a complaint. Victimisation is a disciplinary offence.

2. Scope of this Policy

This policy applies to all employees, directors, officers, casual workers, agency workers, interns, consultants and contractors engaged to work at the Company as well as individuals visiting and providing services to the Company. It covers violence, harassment or bullying which occurs both in and out of the workplace such as on business trips, business events or work related social events.

The purpose of this policy is to provide you with guidance and information on the procedures available to you in the event that you encounter workplace violence, harassment and/or discrimination. I ask you to each study this policy and make sure you understand how it relates to your role and position within the Company.

3. What defines harassment, discrimination, bullying, victimisation, intimidation and violence?

Harassment is unwanted conduct related to a relevant protected characteristic which are: age, sex, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, disability, race (which includes colour, nationality and ethnic or natural origins) religion or belief, and sexual orientation (“Protected Characteristics”), which has the purpose or effect of violating a person’s dignity, or creating for that person an intimidating, hostile, degrading, humiliating or offensive environment. A single incident can be harassment if it is sufficiently serious.

Discrimination any form of unequal treatment based on a Protected Characteristic.
Bullying is offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient.

Victimisation is defined as unfavourable treatment specifically as a result of an individual making a claim or complaint of discrimination or harassment.

Intimidation is to frighten or threaten someone, usually in order to persuade them to do something you want them to do.

Violence is the exercise, attempt or threat to exercise, physical force against someone that causes or could cause physical injury.

All bullying and harassment is misconduct and is a disciplinary offence which will be dealt with under the Company’s disciplinary policy. Bullying or harassment will often be gross misconduct, which can lead to dismissal without notice and where it relates to one of the Protected Characteristics constitutes unlawful discrimination. Serious bullying or harassment may amount to other civil or criminal offences. Please note that in determining whether or not conduct is offensive, the issue is whether the recipient of the conduct perceives it to be offensive.

The following are examples of unacceptable behaviours that are covered by this policy:

  • shouting, swearing, intimidation or threatening

  • belittling a person’s input and/or undermining with constant criticism

  • humiliation and ridicule either in private, at meetings or in front of colleagues/customers/clients

  • spreading malicious rumours or insulting someone by word or behaviour

  • exclusion from social activities or other forms of isolation

  • sexual harassment, which includes any conduct that is overtly sexual in nature, unwanted and unwelcome physical contact, sexually suggestive remarks, sexual innuendo; sexually-based comments about an employee's physical appearance

  • name-calling or insults whether made verbally or in writing that are demeaning, degrading, embarrassing, or humiliating or directed at a person’s sexual orientation

  • the displaying of racist, sexist or otherwise offensive pictures, gestures or material


4. Complaints procedure

Any individual who feels that they are being treated unfairly or who witnesses an incident that he/she believes to be the harassment or bullying of another employee/worker should raise their concerns to their line manager or the following nominated individual –
Lisa Edwards – Chief Creative Officer E: Lisa@studioramsay.com

We understand that reporting bullying or harassment can be uncomfortable. We will respect confidentiality where possible and aim to make the process of reporting clear and straightforward. You can freely report your concerns without fear of reprisal.

5. Informal procedure

If appropriate, complaints can be dealt with by using an informal approach. Using an informal approach gives the alleged harasser the opportunity to stop if directly approached by a colleague or line manager. You should tell the person what behaviour you find offensive and unwelcome, and say that you would like it to stop immediately. You may want to add that, if the behaviour continues, you intend to make a formal complaint to your manager. You should keep a note of the date and what was said and done, this will be useful evidence if the unacceptable behaviour continues and you wish to make a formal complaint.

6. Formal procedure

If an informal approach does not resolve matters, or you think the situation is too serious to be dealt with informally, you can make a formal complaint in writing to the Company's nominated individual (identified above). In very serious cases, a criminal offence may have been committed and you may wish to report matters to the police. The Company’s nominated individual can arrange for someone to accompany you to make a complaint to the police.

Once we receive a formal complaint, an investigation will be carried out immediately. This will be conducted in an impartial and objective manner by a manager unconnected with the subject matter of the allegations. The investigator will interview you, the person about whose conduct you have complained and any relevant witnesses. Written statements may be taken from those interviewed and the investigator will makes notes during each meeting. All interviews will be conducted in private. During the course of the investigation the Company may require any of the parties involved in the matter to remain at home and/or modify their duties on a temporary basis.

If the complaint is substantiated it may lead to disciplinary action against the offending individual. You will be informed in writing of the results of your complaint, including any correction action taken.

Anyone who makes a knowingly false complaint against another worker in bad faith or otherwise abuses this policy may be disciplined by the Company.

7. What happens if you are accused of bullying or harassment

If someone approaches you informally about your behaviour, do not dismiss the complaint out of hand because you were only joking or think the complainant is too sensitive. You may have offended someone without intending to. If that is the case, the person concerned may be content with an explanation and an apology from you. Provided that you do not repeat the behaviour that has caused offence that may end the matter.

If a formal complaint is made about your behaviour, this will be fully investigated and the Company may bring disciplinary proceedings, if appropriate. You will have the right to be informed of the allegations against you and to put your side of the story and to be accompanied to meetings by a trade union representative or work colleague of your choice. Complaints of bullying and harassment will often be allegations of gross misconduct that, if proved, could lead to dismissal without notice. Some types of bullying or harassment may constitute unlawful discrimination and allegations may give rise to the possibility of other civil claims or criminal proceedings against you, which would proceed independently of the Company’s disciplinary proceedings.

If the complaint against you is not upheld, the Company’s nominated individual will support you, the complainant and your manager(s) in making arrangements for you both to continue or resume working and to help repair working relationships. The Company will consider making arrangements to avoid you and the complainant having to continue to work alongside each other, if either of you do not wish to do this.

8. What you can do to stop bulling and harassment

We all have a responsibility to help create and maintain a work environment free of bullying and harassment.

You can help to do this by:

  • being aware of how your own behaviour may affect others and changing it, if necessary - you can still cause offence even if you are "only joking"

  • treating your colleagues with dignity and respect

  • making it clear to others when you find their behaviour unacceptable

  • intervening, if possible, to stop harassment or bullying and giving support to recipients

  • reporting harassment or bullying to your manager and supporting the Company in the investigation of complaints

  • if a complaint of harassment or bullying is made, not prejudging or victimising the complainant or alleged harasser.

Managers have a particular responsibility to:

  • set a good example by their own behaviour;

  • ensure that there is a supportive working environment

  • make sure that staff know what standards of behaviour are expected of them;

  • intervene to stop bullying or harassment; and

  • report promptly any complaint of bullying or harassment, or any incident of bullying or harassment witnessed by them.