Possible B&H probelm

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Many Thanks Fishtank.

[fishtank]

How to deal with Harassment.
Guidance for CWU representatives.

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3.2 Informal or Formal Complaint?
For one-off incidents involving simple thoughtlessness or stupidity, it may be sufficient
to ask the harasser not to repeat the harassment. If the member needs your assistance
to accomplish this then you should help them. Accompany them when they ask the
perpetrator to stop the harassment or, where you and they deem it appropriate, you
may speak or write a note to the perpetrator. In most businesses this is generally
regarded as the informal procedure. Even here it may be more appropriate to ask
management to speak to the perpetrator and ask them to stop.

If the circumstances indicate that the informal approach will not work, the informal
approach has already been tried, or the incident is more serious you should then
assist the member in making a formal complaint.

All our employers are obliged by law to have a grievance or complaints procedure.
Some may have a separate procedure specifically to deal with harassment. If you
are not already reasonably familiar with the employer’s procedures applicable to the
members that you represent, you should rectify that as soon as you can. You should
be able to obtain copies of the procedures from the employers via line management
or personnel. Your Branch office should also have copies of the relevant procedures
for all the employers where the Branch has members.

It is important to remember and to reassure the victim that, even though they are
formally notifying their employer of their complaint, the procedures will normally
still contain the ability to resolve the matter informally, if appropriate.

3.3 Getting the facts
Any formal complaint must set out the full facts of the incident or incidents.
For this you will usually have to interview the victim.
You will need to make sure you can conduct the interview in private and will not
be disturbed. You may have to make arrangements to interview the individual outside
of the workplace if there is nowhere private.
You should ask the complainant if they would like to have a friend with them or
if they may want to specifically speak to a woman or a man due to the nature of
the complaint.
You should conduct the interview in accordance with the ground rules set out
above and remember to continue to reassure the complainant.