Union Office, British Telecom, Becket House, New Dover Road,

Canterbury, Kent, CT1 3BB

Tel: 01227 760311 e-mail: cwumeridian@btconnect.com

Bullying & Harassment Policy

The Policy

What to do if bullied or harassed at work either by work colleagues, customers or members of the public, either face to face or in person.

Scope

This procedure applies to all BT employees but does not apply to people working on a contract or agency basis.

Statement of Intent

BT’s view on harassment and bullying in all forms and from any party (i.e. work colleagues, customers, members of the public) is:

• It is not acceptable and will not be tolerated
• It may harm the individual
• It can affect those around them
• It harms good working relationships

This policy, and associated guidance, supports BT’s aims to develop a working environment where every individual can contribute their skills and talents without fear or anxiety. BT has a responsibility to:

• Create an environment which is free of bullying and intimidating behaviours
• Encourage all employees to behave in an appropriate manner at all times
• Encourage personal responsibility for ensuring that the dignity of colleagues is respected at all times
• Act in accordance with this policy in effectively dealing with any alleged harassment and bullying cases

There is a legal requirement to remove the threat of harassment and failure to do so may lead to direct contravention including Sex, race and Disability Discrimination Legislation, the Fair Employment Acts in Northern Ireland, as well as European Law.

Where BT considers it appropriate, immediate action may be taken to ensure a safe working environment.

Guiding Principles BTs definition of harassment is:

....conduct and behaviours which the receiver perceives to be offensive, hostile, unwanted and unreasonable behaviours, which is unacceptable by normal standards of business behavior and is causing disadvantage to the receiver.

There is not a single definition because harassment and bullying takes many forms, occur on a variety of grounds and may be directed against an individual or group of individuals. For the purpose of this policy and the conduct we expect in BT, please see BT’s Conduct Standard – PNL/EMP/H010.

Bullying is a form of harassment, which includes the above definition and the following definition (source: Andrea Adams Trust):

Persistently negative malicious attacks on personal or professional performance, which are typically unpredictable, often unfair and irrational.

An abuse of power or position that can cause such anxiety that people gradually lose all belief in themselves, suffering physical ill health and mental distress as a direct result.

In addition, bullying may not be an act which is one to one but may take of the form of “mobbing” i.e. when a group of people “gang-up” to make an individual feel excluded.

Victimisation is defined as discrimination or harassment or bullying against a person because:  It is suspected or known that a person has made an allegation of harassment

Given evidence or information relating to an allegation of harassment

Is a “whistle-blower” – usually lone voices who have raised, to high levels of authority, work-based issues of a serious nature contrary to formally stated and informally understood organisational rules.

Harassment does not simply depend on the intention of the perpetrator, but rather, the impact of that behaviour on others.
What one individual may be able to accept may nevertheless cause distress to another. What is important is the perception and feelings of the injured person (s).

Examples of Harassment

This list is not exhaustive:

• Unwelcome physical contact ranging from touching to serious assault
• Verbal and written harassment, through racist remarks, offensive language, sectarian jokes/songs, malicious gossip or slander
• Offensive pranks related to a person’s sex, sexual orientation, gender status, race, disability, religion, age etc
• Unwarranted, offensive, humiliating, undermining behaviour often termed “bullying”
• Visual display (including electronic) of posters, graffiti, obscene gestures, “pin-ups”, flags bunting and emblems
• Isolation and non co-operation at work, exclusion from social activities
• Coercion, ranging from pressure for sexual favours to pressure to participate (or cease to participate) in political/religious groups
• Intrusion by pestering, spying, unwarranted interference in work activities or personal belongings; including the obtaining of unauthorised personal information from BT sources
• All or any of the above examples carried out electronically, through e-mail, or on internet/intranet sites.
• Time and Location: all the above outline breaches of the policy and relate not only to “normal” work time but also outside of “normal working hours” when on BT duty, (travelling, courses, business events etc) or BT related social events, on BT or other, including customers’, premises.

The first priority is to keep safe. When an incident occurs people must make their own safety a priority. For example, this may mean leaving the customer’s premises or location where the incident is taking place. It is important that the location is left in a safe condition, but if physical violence is threatened, then leave immediately.

Risk assessments must be carried and appropriate measures put in place - please see Risk Assessment – HSC/STR/002.

Who to contact

• First point of contact must be the Accident and Incident Reporting Group.

Details of the incident will be passed to HR Specialists:

• Equal Opportunities Advisors 0800 181 4321
• Employee Assistance Management (Counselling) 0800 780 784 also see Anonymous Reporting below
• All incidents must also be reported and investigated by the line manager (or second line manager). The line manager will ask for a factual report, take responsibility for subsequent actions arising out of the incident.
• If incidents persist, managers will need to take further action. In some persistent or very serious first time cases, this could result in withdrawal of service (if carried out by a customer).
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Anonymous Reporting

It should be noted that calls to 0800 181 4321 are in confidence, however, on occasion for whatever reason the caller may wish to remain anonymous. Please be aware that the advisor receiving your call will not be able to deal with your call without taking your EIN (this is to ensure you are a BT employee). Despite giving out your EIN, if you request that your call be treated anonymously, it will be recorded as such. All calls with the Equal Opportunities Advisor are in confidence unless otherwise agreed with yourself.

Global employees based outside of the UK should discuss any instance of bullying and harassment with their in-country HR teams.