Apolodor Ltd. Anti-Bullying Statement
Policy declarations
The objective of this policy is to safeguard that all works are treated and treat others with nobility and respect, free from harassment and bullying. All works should take the time to ensure they understand what types of behaviour are unacceptable under this policy.
This policy covers harassment or bullying which occurs both in and out of the workplace, such as on business trips or at events or work-related social functions. It covers bullying and harassment by workersand by third parties such as customers, suppliers, or visitors to our premises.
Workers must treat colleagues and others with dignity and respect and should always consider whether their words or conduct could be offensive. Even unintentional harassment or bullying is unacceptable.
We will take allegations of harassment or bullying seriously and address them promptly and confidentially where possible. Harassment or bullying by a worker will be treated as misconduct under our Disciplinary Procedure. In some cases, it may amount to gross misconduct leading to summary dismissal.
This policy does not form part of any worker‘s contract of employment, and we may amend it at any time or depart from it where we consider appropriate.
The Law’s View
The Equality Act 2010 prohibits harassment related to gender, sexual orientation, marital or civil partner status, gender reassignment, race, colour, nationality, ethnic or national origin, religion or belief, disability, or age. For more information see our Equal Opportunities Policy.
The Protection from Harassment Act 1997 also makes it unlawful to pursue a course of conduct which you know or ought to know would be harassment, which includes causing someone alarm or distress.
Under the Health and Safety at Work Act 1974 workers are entitled to a safe place and system of work.
Harassment may include:
• unwanted physical conduct or “fun“, including touching, pinching, pushing, grabbing, brushing past someone, entering their personal space, and more serious forms of physical or sexual assault.
• unwelcome sexual advances or suggestive behaviour (which the harasser may perceive as harmless), and suggestions that sexual favours may further a career or that a refusal may hinder it.
• repeated suggestions for social activity after it has been made clear that such suggestions are uninvited.
• sending or displaying material that is pornographic or that some people may find offensive (including e-mails, text messages, video clips and images sent by mobile phone or posted on the internet).
• abusive or intimidating comments or acts, or thoughtless jokes or pranks.
• ridiculing, imitating, or demeaning a person’s disability.
• racist, sexist, homophobic or ageist jokes, or disparaging or trite remarks about a particular ethnic or religious group or gender.
• outing or hostile to out someone as gay or lesbian; or
• disregarding or snubbing someone, for example, by deliberately excluding them from a conversation or a workplace social activity
Bullying may include:
• shouting at, being sarcastic towards, ridiculing or demeaning others.
• unjustified persistent criticism.
• belittling someone’s opinion.
• physical or psychological threats.
• overbearing and intimidating levels of supervision.
• inappropriate and/or derogatory remarks about someone’s performance.
• abuse of authority or power by those in positions of seniority; or
• deliberately excluding someone from meetings or communications without good reason.
Name: |
Luca Chelaru |
Position: |
Managing Director
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Date: |
20th December 2022 |
Signature: |
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