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SECTION 3.5 Well-being at work continued... POLICIES & PROCEDURES Well-being at work: Dignity at work ii. Formal procedure If the informal procedure has been tried and has failed to stop the unwanted behaviour, you should lodge a formal written complaint with your College Supervising Officer or Head of Department, or you may prefer to write directly to the Bursar. You may decide that the treatment being suffered by you is so serious that it would be inappropriate to use the informal procedure. You should then follow the formal procedure without delay. Your complaint will be fully investigated and handled in a timely, sensitive, and confidential manner. Where appropriate a disciplinary hearing will be conducted with the alleged harasser. The decision made at the hearing will depend on the particular circumstances revealed by the evidence, and the test will be whether, on “the balance of probabilities”, it can be shown that the person accused of harassment did commit the behaviour complained of and that it was believed to be unwanted behaviour by the complainant. If it is found that the complaint of harassment is valid, then prompt action will be taken to stop the harassment immediately and to prevent its recurrence. Advice if you are accused of harassment If you are accused of harassment or bullying you should: 66 S TAFF HANDBOOK • Seek confidential advice from the HR Officer. You are advised to do this before taking any other steps. • Listen carefully to what is being said. You may find that you have unintentionally caused offence, or you may believe that your actions have been misinterpreted or misjudged. In any of these cases, you will need to keep calm in order to try to reach an understanding with the person accusing you of harassment. • Be honest. If you come to realise that you have harassed or bullied another person, be ready to change the behaviour causing offence. • Be prepared to participate in mediation if an attempt is being made to resolve the matter informally.
Well-being at work continued... SECTION 3.5 • If you believe the accusation to be unfounded say so, but arrange to seek advice and support as soon as possible whether the situation is resolved informally or formally. You may wish to report the accusation to your trade union representative, or you may seek the advice of the College HR Officer. Should you wish to be accompanied at any interview or other stage in the procedure by a colleague or trade union representative, this wish will be respected. However, it is important that all parties treat the matter with the utmost confidentiality. If a complaint made against you is not upheld, you may expect steps to be taken to restore reasonable working relations between yourself and the person who made the complaint. If the complaint is not upheld and is found to be malicious, disciplinary action may be taken against the complainant. You have the right to appeal if you are not satisfied with the outcome of the investigation. You must inform the Bursar in writing within seven working days of the receipt of the decision, setting out the reasons why you consider the decision should be changed. POLICIES & PROCEDURES Well-being at work: Dignity at work, Stress at Work STRESS AT WORK: POLICY AND GUIDANCE Introduction The College is committed to protecting the health, safety and welfare of its staff. It recognises that workplace stress is a health and safety issue and acknowledges the importance of identifying and reducing workplace stressors. This policy will apply to all staff. Managers are responsible for its implementation and the College is responsible for providing the necessary resources. Definition of stress The Health and Safety Executive defines stress as “the adverse reaction people have to excessive pressure or other types of demand placed on them”. This makes an important distinction between pressure, which can be a positive state if managed correctly, and stress, which can be detrimental to health. STAFF HANDBOOK 67
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STAFF HANDBOOK DOWNING COLLEGE CAMB
Page 4 and 5:
WELCOME Welcome from Professor Barr
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Contents 3 SECTION 49 PAGE POLICIES
Page 8 and 9:
SECTION 1 ABOUT OUR COLLEGE 1.1 Dow
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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
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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
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SECTION 3.21 Public interest disclo
Page 120 and 121:
SECTION 3.21 POLICIES & PROCEDURES
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NOTES 120 S TAFF HANDBOOK
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