If someone approaches you informally about your behaviour, consider the following guidance to resolve concerns in a positive and constructive way:
Read the Staff Dignity and Respect Policy in full and note your own obligations under the Policy.
Try to remain calm and do not respond in the heat of the moment. Instead, listen carefully and with an open mind to the concerns expressed – remember that different people find different things acceptable and you may have unintentionally caused offence.
If unsure about the behaviour in question, ask for specific examples.
Try to agree on ways to deal with the situation productively, with the complainant, or with others who are discussing/raising the complaint with you.
Consider whether the complaint can be justified in any way and, if so, be ready to change your behaviour. The Staff Counselling Service or another of the sources of advice referred to in this section may be able to help you to change behaviours that have caused offence or distress.
Make sure that, if you are in a position to change your behaviour or conduct easily, you do not continue to demonstrate this behaviour simply because you do not agree with the other person’s assessment of the situation.
If you believe the accusation to be unfounded discuss this with the HR Advisory Service via the HR Helpline and/or your Trade Union. If a complaint is taken to the formal stage, a HR Case Manager will be able to advise you on procedure.
- You should observe confidentiality at all times and you can expect all other parties involved to do the same.
Further guidance and information for staff accused of unacceptable behaviour can be found in the Staff Dignity and Respect Policy Guidance for Accused Employees (or Respondents). This includes details of the support options available for you.