Dignity at Work (DAW) is a catch-all phrase to collectively refer to workplace bullying, harassment & sexual harassment. It effects employee morale, productivity, and retention rates, and can ultimately result in a negative impact on the company’s bottom line.
It is essential for organisations to take proactive steps to prevent and address bullying & harassment in the workplace and to inform employees of the supports available to them. Having supports in place will help to create a more productive, healthy, and respectful workplace for all employees.
Voltedge Management can provide organisations with access to the different support people that might be required, should a bullying or harassment issue arise. It is important that each role is understood and the code of practice is followed correctly.
Roles
1. The Contact Person
2. The Nominated Person
The Contact Person
- Acts as the first step for anyone concerned about inappropriate behaviour in the workplace.
- Is generally a supportive one – to listen and offer guidance on options in line with company policy and procedures, all on a strictly confidential basis.
- Has a detailed knowledge of Dignity in the Workplace and harassment and can interpret the policies and provide insight into the interpretation of definitions and outlining of the process involved.
- Will have no role in the investigation of any complaints.
How it works
Voltedge has a dedicated email address for all Contact Person requests. A relevant expert will be assigned to the employee to provide the support and guidance needed. This is a confidential service and will be supported by usage reports only.
The Nominated Person
- This role will come into play in the 2nd informal stage.
- The ‘Nominated Person’ is outlined as a separate person who has been nominated by the company (could be an internal manager or an external person), who has had appropriate training and experience and who is familiar with the procedures involved to deal with the complaint on behalf of the organisation.
- This person should not be the Contact Person.
- For each complaint that arises, such a person should be assigned to deal with that particular case.
- This is a very important role and pivotal in handling complaints effectively at the informal stage.
- Effective guidance and training should be in place for those who are engaged at this level with the process.
How it works
Voltedge Management can provide a fully trained and capable HR Consultant to act as the Nominated Person. This Consultant will have considerable experience in undertaking informal and formal investigations.
They will work with the employees involved to establish the facts of the case, seek to resolve the matter informally and/or advice on what should be undertaken next (either within the informal procedure or to move to a formal procedure).
