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LATEST NEWS
01/09/2016

We have a new Harassment and Bullying Policy!

The text below is reproduced from documentation issued to one member of the Society wherein a covering letter from our Honorary Secretary stated it is excerpts from the Constitution of the Quainton Railway Society Limited. We have requested a copy of the full Constitution but so far a reply has not been received.

HARASSMENT AND BULLYING

General Behaviour

Everyone should be treated with dignity and respect at work Bullying and harassment of any kind are in no one's interest and should not be tolerated in the workplace, but if you are being bullied, or harassed it can be difficult to know what to do about it.

What is bullying and harassment?

These terms are used interchangeably by most people, and many definitions include bullying as a term of harassment. Harassment, in general terms is unwanted conduct affecting the dignity of men and women in the workplace. It may be related to age, sex, race, disability, religion, sexual orientation, nationality or any personal characteristic of the individual and may be persistent or an isolated incident. The key is that the actions or comments are viewed as demeaning and unacceptable to the recipient.

Bullying may be characterised as offensive, intimidating, malicious or insulting behaviour or misuse of power through means intended to undermine, humiliate, denigrate or injure the recipient. Bullying or harassment may be by an individual against an individual (perhaps by someone in a position of authority such as a manager or supervisor) or involve groups of people It may be obvious or it may be insidious. Whatever form it takes, it is unwarranted and unwelcome to the individual.

Examples of bullying/harassing behaviour include:

  • Spreading malicious rumours, or insulting someone by word or behaviour (particularly on the grounds of age, race, sex, disability, sexual orientation and religion or belief).

  • Copying memos that are critical about someone to others who do not need to know.

  • Ridiculing or demeaning someone - picking on them or setting them up to fail.

  • Exclusion or victimisation

  • Overbearing supervision or other misuse of power or position.

  •  Unwelcome Sexual advances – touching, standing too close, the display of offensive materials, asking for sexual favours, making decisions on the basis of sexual advances being accepted or rejected.

  • Making threats or comments about job security without foundation.

  • Deliberately undermining a competent worker by overloading and constant criticism.

  • Preventing individuals progressing by intentionally blocking Promotion or training opportunities.

Bullying and harassment are not necessarily face to face. They may also occur in written communications emails, phone, and automatic supervision methods such as computer recording of downtime from work or the number of calls handled if these are not applied to all workers.

Bullying and harassment someone feel anxious and humiliated. Feelings of anger and and frustration at being unable to cope may be triggered. Some people may try to retaliate in some way. Others may become frightened and demotivated. Stress, loss of self-confidence and self-esteem caused by harassment or bullying can lead to job insecurity, illness, absence from work and even resignation. Almost always job performance is affected and relations in the workplace suffer.

Bullying and harassment is behaviour that makes someone feel intimidated or offended. Harassment is unlawful under the Equality Act 2010.

The Law

Bullying itself isn't against the law but harassment is. This is when the unwanted behaviour is related to one of the following:

  • Age

  • Sex

  • Disability

  • Gender

  • Marriage and civil partnership

  • Pregnancy and maternity

  • Race

  • Religion or belief

  • Sexual orientation

(The above text has largely been derived from scanning the original document using a text conversion program. Therefore, most of the text is original but where letter interpretation errors occurred these have been corrected manually. Some capitalisation has been added for clarity otherwise the content is original as issued by the author.)