1: Introduction

1.1 Policy Overview
Redcone Recruitment Limited is committed to providing a workplace that is free from bullying, harassment, and any form of unacceptable behaviour. We believe in promoting a safe, respectful, and supportive environment for all employees, contractors, suppliers, and other stakeholders. This Anti-Bullying and Harassment Policy outlines the company’s commitment to preventing and addressing all forms of bullying and harassment, ensuring compliance with relevant legislation, including the Equality Act 2010, and fostering a culture of dignity and respect.

Bullying and harassment can have serious consequences for individuals and the workplace, including physical and mental health issues, reduced productivity, and poor morale. Redcone Recruitment Limited adopts a zero-tolerance approach to bullying and harassment and will take swift, appropriate action to prevent and address any incidents.

1.2 Purpose of the Policy
The purpose of this policy is to:

• Provide a clear definition of bullying and harassment and explain the difference between the two.
• Outline the responsibilities of all employees, managers, contractors, and stakeholders in preventing and addressing bullying and harassment.
• Provide guidance on how to report and respond to incidents of bullying and harassment.
• Ensure that all complaints are handled confidentially, fairly, and in accordance with established procedures.
• Protect individuals from retaliation for raising concerns in good faith.

1.3 Legal Framework
This policy is in compliance with the following UK laws and regulations:

• Equality Act 2010: Prohibits harassment related to protected characteristics, including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
• Employment Rights Act 1996: Protects employees from unfair dismissal, including dismissal for raising concerns about bullying or harassment.
• Health and Safety at Work Act 1974: Ensures the health, safety, and welfare of employees, which includes protecting employees from workplace bullying and harassment.

2: Scope

2.1 Applicability
This policy applies to all employees of Redcone Recruitment Limited, including full-time, part-time, temporary, and contract staff. It also applies to third-party workers, suppliers, contractors, clients, and anyone else who interacts with employees or operates on company premises. The policy covers all work-related settings, including the office, work sites, client premises, company vehicles, virtual meetings, and social events related to work.

2.2 Definition of Bullying and Harassment

• Bullying: Offensive, intimidating, malicious, or insulting behaviour intended to undermine, humiliate, or injure another individual or group. Bullying can be subtle or overt, and can include physical, verbal, or non-verbal actions. Examples include:
  • Persistent, unjustified criticism or belittling.
  • Spreading malicious rumours or gossip.
  • Excluding someone from workplace activities or conversations.
  • Unfairly assigning tasks below someone’s competence or deliberately overloading them with work.
• Harassment: Unwanted conduct related to a protected characteristic (as defined by the Equality Act 2010) that has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment. Harassment may include, but is not limited to:
  • Verbal abuse, offensive jokes, or derogatory remarks.
  • Physical actions such as inappropriate touching or assault.
  • Visual or written material, including offensive emails, texts, images, or social media posts.
  • Discrimination based on any protected characteristic (e.g., race, gender, disability, age).

3: Policy Details

3.1 Zero Tolerance for Bullying and Harassment
Redcone Recruitment Limited has a zero-tolerance approach to bullying and harassment in the workplace. Any behaviour that undermines, intimidates, or harasses another individual will not be tolerated. The company is committed to creating a positive and inclusive work environment where all individuals are treated with dignity and respect.

3.2 Employee Responsibilities
All employees have a duty to:

• Treat colleagues, contractors, clients, and other stakeholders with respect and dignity.
• Refrain from any behaviour that could be considered bullying, harassment, or discrimination.
• Report incidents of bullying and harassment, whether they are victims or witnesses.
• Cooperate with investigations into complaints of bullying and harassment.

3.3 Management Responsibilities
Managers and supervisors are responsible for:

• Leading by example in promoting a respectful and supportive workplace culture.
• Monitoring team dynamics and addressing any signs of bullying or harassment immediately.
• Taking all complaints seriously and addressing them in a timely and confidential manner.
• Ensuring that employees are aware of this policy and the procedures for reporting bullying and harassment.
• Providing reasonable support to employees who are victims of bullying or harassment, such as access to counselling or adjustments to workloads.

4: Reporting and Complaint Procedures

4.1 Raising a Concern
Employees who believe they have been bullied or harassed, or who witness such behaviour, are encouraged to report the issue as soon as possible. Complaints can be made through the following channels:

• Informal Resolution: Employees may choose to address the issue informally by speaking directly to the person responsible for the behaviour, explaining how their actions are affecting them, and asking them to stop. Alternatively, employees can seek advice from their manager or the HR department on how to handle the situation informally.
• Formal Complaint: If the issue is not resolved informally, or if the behaviour is too serious to be addressed informally, employees should submit a formal complaint to their line manager, HR, or any designated company officer.

4.2 Formal Complaint Process
Upon receiving a formal complaint, the following steps will be taken:

• Acknowledgement: The complaint will be acknowledged within five working days, and the complainant will be informed of the next steps in the process.
• Investigation: A thorough and impartial investigation will be conducted by HR or a designated investigator. This may involve interviewing the complainant, the person accused of bullying or harassment, and any witnesses. Relevant documentation or evidence may also be reviewed.
• Confidentiality: All complaints will be handled confidentially, and information will only be shared with those directly involved in the investigation. Redcone Recruitment Limited will ensure that no one faces retaliation for raising concerns in good faith.
• Outcome: Upon completion of the investigation, a decision will be made. Both the complainant and the person accused will be informed of the outcome, and appropriate action will be taken.

4.3 Appeal Process
If the complainant or the accused is not satisfied with the outcome of the investigation, they have the right to appeal. An appeal must be submitted in writing to HR within 10 working days of receiving the outcome. An impartial manager or senior leader not involved in the original investigation will review the appeal.

5: Support for Employees

5.1 Support Services
Redcone Recruitment Limited is committed to supporting employees who are affected by bullying or harassment. The company will:

• Provide access to an Employee Assistance Programme (EAP) that offers confidential counselling services for employees experiencing stress, anxiety, or other issues related to bullying or harassment.
• Offer support from the HR department to help employees manage the impact of bullying or harassment, which may include adjustments to workloads or temporary reassignments where necessary.
• Protect individuals from retaliation or victimisation for reporting bullying or harassment.

5.2 Mediation and Resolution
Where appropriate, the company may offer mediation to resolve disputes related to bullying or harassment. Mediation is a voluntary process where a neutral third party helps both sides come to a mutual agreement and can be an effective way to resolve issues before they escalate.

6: Disciplinary Actions

6.1 Consequences for Policy Violations
Any employee found to have engaged in bullying or harassment will face disciplinary action, which may include:

• Warnings or Reprimands: For minor infractions, a written or verbal warning may be issued.
• Suspension: Employees may be suspended while an investigation is being conducted.
• Dismissal: For serious or repeated violations, termination of employment may occur.

Disciplinary actions will be proportionate to the severity of the incident and in accordance with Redcone Recruitment Limited’s Disciplinary Policy.

6.2 False Allegations
While Redcone Recruitment Limited encourages the reporting of bullying and harassment, any employee found to have made a false or malicious allegation will be subject to disciplinary action.

7: Monitoring and Prevention

7.1 Monitoring Workplace Culture
Redcone Recruitment Limited will regularly monitor the workplace to identify potential risks of bullying and harassment. This may include conducting employee surveys, gathering feedback from staff, and reviewing complaints or incidents to identify patterns.

7.2 Training and Awareness
To promote a workplace free from bullying and harassment, the company will:

• Provide regular anti-bullying and harassment training to all employees and managers, ensuring they understand their responsibilities and the procedures for addressing inappropriate behaviour.
• Include information on bullying and harassment during employee induction programmes.
• Use internal communications to raise awareness of this policy and the importance of fostering a respectful work environment.

8: Responsibilities

8.1 Employee Responsibilities
All employees are expected to:

• Conduct themselves in a manner that promotes respect, inclusion, and positive working relationships.
• Report any incidents of bullying, harassment, or inappropriate behaviour they experience or witness.
• Cooperate with investigations into complaints and abide by the findings and recommendations.

8.2 Manager Responsibilities
Managers are responsible for:

• Setting an example of professional and respectful behaviour.
• Addressing any signs of bullying or harassment in their teams promptly.
• Supporting employees who report bullying or harassment and ensuring complaints are handled seriously and confidentially.

8.3 HR Department Responsibilities
The HR department is responsible for:

• Managing complaints of bullying and harassment, including conducting investigations and ensuring appropriate action is taken.
• Providing support services and resources to employees affected by bullying or harassment.
• Reviewing the effectiveness of this policy and suggesting improvements where necessary.

9: Monitoring and Review

9.1 Policy Monitoring
Redcone Recruitment Limited will monitor the effectiveness of this Anti-Bullying and Harassment Policy by reviewing the number and outcomes of complaints, gathering employee feedback, and assessing workplace culture through surveys and focus groups.

9.2 Policy Review
This policy will be reviewed annually, or sooner if required, to ensure it remains up to date with current laws and best practices. Any revisions to the policy will be communicated to all employees, contractors, and stakeholders.

10: Conclusion

Redcone Recruitment Limited is dedicated to creating a work environment where everyone is treated with dignity, respect, and professionalism. The company expects all employees, contractors, and stakeholders to uphold the principles outlined in this Anti-Bullying and Harassment Policy. By fostering a culture of inclusion and support, Redcone Recruitment Limited ensures a safe and productive workplace for all.