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Bullying and Harassment

This is the advice offered by the second paragraph.

The Council will investigate all complaints thoroughly and take appropriate action where necessary.

This is the assurance promised by the third paragraph.

Is the DIGNITY AT WORK POLICY actually worth any thing more than the paper it’s written on or is it just the Council playing lip service to placate this union and its members?

How many times do you have to put up with?

  • Derogatory or degrading comments
  • Personal insults/name calling
  • Subtle methods of coercion such as intimidation
  • Making threats or comments about job security
  • Unfair treatment
  • Overbearing supervision or other misuse of power or position

In the last three weeks all of the above have been brought to my attention by members

working at the depot. Regrettably none of the people concerned wanted to take the matter any further but they just wanted me aware of the situation. Even more regrettably some of the allegations were against Managers and Team Leaders consequently the reluctance to make their complaints official for fear of some sort of ‘payback’ in the future.

Is this the type of culture or environment we have to look forward to now as frontline staff at the depot? This is not the conduct of an employer hoping to gain Investors In People accreditation. Then again if all was well you wouldn’t be expecting Operation Managers to have to coach their staff on what to or not to say if approached by representatives from the I I P board. I most defiantly will be telling them how it is and how it has been, I’ll be leaving the how it should be to those of a significant pay grade to make a difference and paint the proverbial rose tinted picture.

This union will fully support any members who feel they are been subjected to bullying and harassment in what ever form it may raise its ugly head.

Last Updated on Saturday, 29 October 2011 09:13

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