All employees are therefore made aware that:

1. Harassment can be any conduct related to age, race, colour, creed, religion, nationality, ethnic origin, sex, sexual orientation, disability, marital status or any other personal characteristic which is unwanted by the recipient or affects the dignity of any individual or group of individuals at work. Sexual or racial harassment may be unlawful.

2. Harassment is damaging to the individual and to the company and will not be tolerated. It will be treated as a disciplinary offence and may in serious cases lead to dismissal as gross misconduct.

3. All employees have a personal responsibility for applying the company’s policy and for behaving in a considerate and respectful way to each other.

4. Managers and those employees responsible for supervising others have the additional responsibility for informing their staff about this policy and taking steps to eliminate any harassment of which they are aware.

5. Any employees who believe that they are being harassed may raise the matter through their manager or supervisor, or directly with the Associate Director (Administration and Personnel). Those wishing to make a formal complaint should do so through the Grievance Procedure.

6. Any employee who considers that they are, or have been, harassed by members of the public, or by clients, during the performance of their duties should report the matter as in 5 above for appropriate action.

7. The Associate Director (Administration and Personnel) is responsible for monitoring, reviewing and co-ordinating this Harassment Policy. Any employee who has doubts or concerns about its application should consult their manager.

8. The company will investigate any complaint of harassment seriously, promptly and confidentially.


L.A.J. Litchfield
Managing Director