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Dignity at Work Policy

DPD Dignity at Work Policy

Mary Gaffey avatar
Written by Mary Gaffey
Updated over 2 years ago

DPD Ireland - Dignity at Work Policy

This document outlines DPD Ireland’s policy on dignity in the workplace. The purpose of this policy is the prevention and resolution of bullying and harassment in the workplace. It also provides an avenue for complaints to be raised and addressed.
Interlink Ireland Limited T/A DPD Ireland (the Company) recognises and supports the right of all employees to be treated with dignity and respect when at work. The Company also recognises that discrimination based on the nine grounds of the Employment Equality Acts 1998-2007 will not be tolerated. These grounds are as follows:

  1. Gender: A man, a woman or a transsexual person (specific protection is provided for pregnant employees or in relation to maternity leave);

  2. Marital Status: Single, married, separated, divorced or widowed;

  3. Family Status: A parent of a person under 18 years of age or the resident primary carer or a parent of a person with a disability;

  4. Sexual Orientation: Gay, lesbian, bisexual or heterosexual;

  5. Religion: Different religious belief, background, outlook or none;

  6. Age: This applies to all ages above the maximum age at which a person is statutorily obliged to attend school;

  7. Disability: This is broadly defined to include people with physical, intellectual, learning, cognitive or emotional disabilities and a range of medical conditions;

  8. Race: A particular race, skin colour, nationality or ethnic origin;

  9. Membership of the Traveller Community: People who are commonly called Travellers, who are identified both by Travellers and others as people with a shared history, culture and traditions, identified historically as a nomadic way of life on the island of Ireland.

STATEMENT OF POLICY
This policy demonstrates the Company’s commitment to the promotion of an environment which upholds the dignity and respect of the individual and which supports every individual’s right to work in an environment that is free from any form of harassment, intimidation or bullying.
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The Company recognises that freedom from bullying or harassment is a condition of employment to which all employees are entitled. Any bullying or harassment of an employee will be in breach of this policy. The Company will not tolerate bullying or harassment in any form and this policy and the procedures set out in this policy will be applied to any incidents or complaints of bullying or harassment.
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The aim of this policy is to promote harmonious, respectful and dignified working relations, where individuals are confident enough to report complaints of bullying or harassment without fear of ridicule or victimisation. Appropriate disciplinary action, up to and including dismissal for serious offences, will be taken against any employee who fails to comply with this policy.

APPLICATION OF POLICY

Scope
This policy applies to all employees both in the workplace and at work associated events such as meetings, conferences and work related social events, whether on the premises or off site.
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The policy applies to bullying and harassment not only by fellow employees but also by contractors, clients, customers or other business contacts to which an employee might reasonably expect to come into contact with in the course of their employment.
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Harassment by non-employees such as contractors, clients, customers and business contacts will not be tolerated and may lead to termination of contracts or suspension of services, or the exclusion from the premises or the imposition of other sanctions (as appropriate). It is possible that if the person complained of is a non-employee, s/he may not wish to participate in the formal procedure. Nonetheless, the Company will investigate all complaints against non- employees and will keep the parties involved informed of all developments and afford them an opportunity to respond. The findings of the investigation and any potential sanctions will be explained to the non-employee and/or any person or company for whom s/he works.

RESPONSIBILITY
a) Employees
​All employees have a personal responsibility to treat their colleagues with dignity and respect and to have an awareness of the potential impact of their personal behaviour on others and how it may cause offence.
Employees can contribute to achieving a work environment which does not tolerate bullying or harassment by cooperating with the preventative measures outlined in this policy. Employees should also be in no doubt that bullying and harassment at work are serious disciplinary offences which may lead to disciplinary action up to and including dismissal.
Employees should inform a manager or supervisor if they are concerned that a colleague is being bullied or harassed.

b) Management and those in a position of authority
It is the Company’s policy to draw attention to and thereby prevent all forms of bullying and harassment in the workplace. Management and others in positions of authority have a responsibility to ensure that complaints are treated seriously and confidentially and are addressed speedily and followed through to resolution. In particular management should:

Ensure that they are completely familiar with the contents of the Dignity at Work Policy;

  • Ensure that they are completely familiar with the contents of the Dignity at Work Policy;

  • Set the standard by treating all employees with respect;

  • Promote the communication and awareness of this policy to all members of their staff;

  • Be vigilant for signs of bullying and harassment and take action before the problem escalates;

  • Intervene in a non-confrontational way if bullying and harassment is observed;

  • Respond promptly and sensitively to an employee who makes a complaint of bullying/harassment;

  • Explain the procedures to be followed once a complaint has been made; Ensure, to the extent possible, that the employee making a complaint is not victimised

  • Promote the communication and awareness of this policy to all members of their staff;

All Managers, Supervisors and Team leaders are required to implement this policy and to set appropriate standards of behaviour by their own example. Any complaints involving bullying or harassment will be immediately investigated. All complaints will be treated seriously, with sensitivity and as confidentially as possible.
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c) Trade Union Representatives
Trade Union Representatives also have a role with regard to the prevention of bullying and harassment in the workplace through the implementation of this policy and procedures. Trained Representatives have a role in providing information, advice and support to employees who have been bullied and/or harassed at work, and to employees against whom allegations have been made.
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​COMMUNICATION OF POLICY
​The Company is committed to the effective communication of this policy to all employees and to other relevant persons. Induction meetings will be held with all employees and relevant people to ensure they are familiar with this policy and to highlight the options available to them if they are the victim of bullying/ harassment and also the sanctions likely to be imposed if they fail to comply with this policy. Other awareness-raising initiatives will also be held from time to time.


​For further information on this policy, please Click Here
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