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SECTION 3.5 Well-being at work continued... POLICIES & PROCEDURES • Verbal conduct of a sexual nature: unwelcome sexual advances, propositions, or pressure of a sexual nature. Suggestions that sexual favours may further a career (or that refusal may hinder it). • Display or circulation of sexually suggestive material. Insults, ridicule or teasing of a sexual nature, insults that are gender- related and offensive comments about appearance or dress. Talk and jokes of a sexual nature which a person present has indicated (whether at the time or previously) he or she dislikes. Well-being at work: Dignity at work • Jokes, taunts, gestures, and comments directed at, or made in the presence of, or in circumstances where they are likely to come to the attention of, people who may find them offensive by reason of their references to race, age or disabilities. 64 S TAFF HANDBOOK • The use of slang names for the members of racial groups or for disabled persons. • Continual, undeserved criticism, belittling remarks, imposition of unreasonable deadlines, unreasonable demands for perfection, arbitrary and inconsistent demands, shouting, swearing and offensive language, constant interruption in discussion, and the display of overbearing or intrusive behaviour. Bullying behaviour may also be manifested by electronic means of communication such as e-mail. • Bullying may take place between those of different status or those of the same status. Bullying when reinforced by power within a relationship is particularly reprehensible. • Isolation or non-co-operation at work or exclusion from social or sporting activities. If you bring a complaint of harassment, you will not be victimised for having brought that complaint. However, if the investigation concludes that the complaint is both untrue and was brought with malicious intent, disciplinary action will be taken against you.
Well-being at work continued... SECTION 3.5 Duty of those responsible for staff POLICIES & PROCEDURES All managers and supervisory personnel are responsible for eliminating any harassment of which they are aware. Failure to take appropriate steps will be considered failure to fulfil all the responsibilities of the position. Complaints procedure Members of staff need not fear that they will be victimised for forwarding a complaint of harassment. Retaliation against a member of staff for complaining about or giving evidence about harassment is a disciplinary offence. Well-being at work: Dignity at Work i. Informal procedure Where appropriate, you or a representative should make an informal initial approach to the alleged harasser to ask him or her to stop causing annoyance or offence, making it clear that his or her behaviour is unwelcome. We recommend that you retain a written record of the date and details of any conversations which take place. It is important not to allow the behaviour to continue to a point where it becomes intolerable. Early action often minimises the harmful effects of harassment or bullying on the individual. If you think that you are being subjected to harassment in any form, do not feel that it is your fault or that you have to tolerate it. STAFF HANDBOOK 65
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STAFF HANDBOOK DOWNING COLLEGE CAMB
Page 4 and 5:
WELCOME Welcome from Professor Barr
Page 6 and 7:
Contents 3 SECTION 49 PAGE POLICIES
Page 8 and 9:
SECTION 1 ABOUT OUR COLLEGE 1.1 Dow
Page 10 and 11:
V I I VI V I XI I VI SECTION 1.2 AB
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SECTION 1.3 ABOUT OUR COLLEGE Car p
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SECTION 1.3 ABOUT OUR COLLEGE v. Fa
Page 16 and 17: SECTION 1.3 ABOUT OUR COLLEGE Facil
Page 18 and 19: SECTION 1.4 Our staff and Fellows S
Page 20 and 21: SECTION 1.4 The Governing Body and
Page 22 and 23: SECTION 2 TERMS AND CONDITIONS 2.1
Page 24 and 25: SECTION 2.2 Holidays Holidays i. Ou
Page 26 and 27: SECTION 2.3 Sickness TERMS & CONDIT
Page 28 and 29: SECTION 2.3 Sickness continued... T
Page 30 and 31: SECTION 2.4 Termination of employme
Page 32 and 33: SECTION 2.5 Pensions TERMS & CONDIT
Page 34 and 35: SECTION 2.7 Business expenses TERMS
Page 36 and 37: SECTION 2.8 Hours of work & flexiti
Page 38 and 39: SECTION 2.9 Night workers TERMS & C
Page 40 and 41: SECTION 2.10 Grievance procedure co
Page 42 and 43: SECTION 2.11 Disciplinary policy: p
Page 44 and 45: SECTION 2.11 TERMS & CONDITIONS Dis
Page 46 and 47: SECTION 2.11 Disciplinary policy: p
Page 48 and 49: SECTION 2.11 TERMS & CONDITIONS Dis
Page 50 and 51: SECTION 2.12 TERMS & CONDITIONS Cap
Page 52 and 53: SECTION 3 POLICIES & PROCEDURES Pol
Page 54 and 55: SECTION 3.2 Conduct POLICIES & PROC
Page 56 and 57: SECTION 3.3 POLICIES & PROCEDURES H
Page 62 and 63: SECTION 3.4 Smoking POLICIES & PROC
Page 64 and 65: SECTION 3.5 Well-being at work cont
Page 74 and 75: SECTION 3.6 POLICIES & PROCEDURES T
Page 76 and 77: SECTION 3.7 POLICIES & PROCEDURES M
Page 78 and 79: SECTION 3.7 POLICIES & PROCEDURES M
Page 80 and 81: SECTION 3.7 POLICIES & PROCEDURES 4
Page 82 and 83: SECTION 3.8 Flexible working POLICI
Page 84 and 85: SECTION 3.8 Flexible working contin
Page 86 and 87: SECTION 3.9 POLICIES & PROCEDURES P
Page 88 and 89: SECTION 3.10 POLICIES & PROCEDURES
Page 90 and 91: SECTION 3.12 Performance and promot
Page 92 and 93: SECTION 3.14 Data protection POLICI
Page 94 and 95: SECTION 3.14 Data protection contin
Page 106 and 107: SECTION 3.15 Computer facilities, e
Page 108 and 109: SECTION 3.15 POLICIES & PROCEDURES
Page 110 and 111: SECTION 3.16 Telephones and mobile
Page 112 and 113: SECTION 3.17 Use of vehicles contin
Page 114 and 115: SECTION 3.19 Retirement procedure P
Page 116 and 117:
SECTION 3.20 Redundancy policy POLI
Page 118 and 119:
SECTION 3.21 Public interest disclo
Page 120 and 121:
SECTION 3.21 POLICIES & PROCEDURES
Page 122:
NOTES 120 S TAFF HANDBOOK
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