Royal mail's bullying and harassment department

[La Poste]

I am after people's thoughts on this.
It doesn't haveto be anything incriminating just how independent do people think this department is.
I spoke to a union rep the other day and he said they are an independent office within Royal mail but I am not so sure.
I mean they seem to come down pretty heavy on postmen if there is an allegation and make sure it is investigated properly, there is a very thorough proceedure to be followed with a full time appeal manager dealing with appeals afterwards. It all sounds good on paper but how independent are they?
Has anyone ever heard of management being disciplined or even dismissed due to an investigation by this office.
Thanks.

[Stormproof]

I put in a complaint about a LM through this department, it was investigated by my DOM and he found in my favour. He recommended certain things to be implemented regarding the LM, including an apology to me..........nothing ever happened, not even the apology

[DGP1]

I don't think they actually have a dept just for bullying although I'm sure their managers get trained somewhere

As for the investigation department, it's totally loaded in the managements favour, I know of a case that had a decision made before any investigation was made (management sent the decision to the claimant before the investigator (the manager) had even been interviewed).

[milesy]

they are about as independent as the appeals managers!!!

[ashadd]

I must admit, when it goes tp appeal, they do a real thorough investigation . I appealed against certain decisions that other managers completly ignored and the appeals manager came down on my side, result So never give up....

[smelly_cat_lady]

There isn't a department and I can tell you that for sure because I have been through it. Basically it consists of managers investigating managers. BUT and this is a BIG 'BUT' - Don't let that put you off. I put in a b&h complaint recently, it was thoroughly investigated by a DIM outside the area and it was 'partly upheld'. This will now go on the lino's record in case any further people come forward and has scuppered his chances of being a DIM in the very near future. Don't be frightened and if anyone is reading this and in 2 minds whether to go through with it or not, DO IT!

[TrueBlueTerrier]

I have to agree with Phoebe above Even if in the end they find against you, as long as you put the Grievance/B&H complaint in with "Good Faith" , at least you are registering your dissatisfaction, and you are leaving a paper trail for future investigations. It also helps RM management, and the CWU, build up a picture of the style of management that is prevalent in certain areas as well.

I must though point out that any complaint must not be, either to drop someone in "it", or of a trivial nature. It must be in good faith and have an important issue at its heart, otherwise it could come back and bite you, but worst of all it trivialises the process for all that follow.

[smelly_cat_lady]

Who is Phoebe??! Don't tell me you've got another woman TBT ?!

My complaint was thorough and professional. I gathered together information over a 3 month period with several 'incidents' of what I felt to be unacceptable behaviour. I detailed these giving times, places and backed it up with witnesses if I had any. It worked. I now keep a diary of things that happen in the DO for future reference and if a lino so much as mutters a twisted comment, i always say (in a really loud voice) 'Would you like to come out to the back office with me and the union rep and repeat that?'

I was initially told that the manager I was complaining about had 'a robust management style' but I stuck to my guns and went through with it. It was hard work and quite upsetting to go over things that had upset me in the first place but worth every minute. Can't wait to see him go on his bullying and harassment refresher course!

[TrueBlueTerrier]

Who is Phoebe??! Don't tell me you've got another woman TBT ?!

http://www.youtube.com/watch?v=W7jlGRq8xZ4" onclick="window.open(this.href);return false;

[numan]

I put in a complaint about a LM through this department, it was investigated by my DOM and he found in my favour. He recommended certain things to be implemented regarding the LM, including an apology to me..........nothing ever happened, not even the apology

I had the exact same experience with my ex DOM, not that I've ever seen the worth of a forced apology anyway.

[brothermagrew]

Like brother Teebs says in his pointing out:

Complaints that are not made in good faith undermine the validity of the whole investigation process and damage the basis of good working relationships.
While a guiding principle of the Bullying and Harassment procedure is that managers will treat all complaints seriously, there is an obligation upon all employees that complaints must be made in good faith.

Whilst conducting an Appeal, and where an investigator believes there is evidence to suggest that a complaint was not made in good faith, s/he must decide whether the complaint was so made.

For a complaint to be deemed as not made in good faith there must be reasonable grounds for belief with supporting evidence. For example, where a complaint is brought that is untrue and/or aims to annoy, irritate, distress, damage or otherwise harm the reputation and/or integrity of the person against whom it has been made.

If it is found that a complaint has not been brought in good faith, appropriate action may be taken under the Conduct Code, which may include dismissal.