1.1. HIVE360 Plus Limited (the “Company”) seeks to provide a work environment that is safe and enjoyable for all. Bullying and harassment is a behaviour that makes someone feel intimidated or offended. Harassment is unlawful under the Equality Act 2010.
1.2. Workplace bullying and harassing behaviours have a detrimental effect on the Company and its people. Due to these behaviours is created an unsafe working environment, result in a loss of trained and talented staff, cause the breakdown of teams and individual relationships, increase absenteeism and reduce efficiency and productivity.
1.3. Examples of bullying or harassing behaviour include, but are not limited to:
1.4. The unwanted behaviour is related, indicative and not exhaustive, to one of the following:
1.5. Bullying and harassment can happen:
1.6. This Policy applies to behaviours that occur:
1.7. The Company recognises that workplace bullying may involve comments and behaviours that offend some people and not others.
1.8. The Company accepts that individuals may react differently to certain comments and behaviour.
1.9. That is why a minimum standard of behaviour is required of all staff members. This standard aims to be respectful of all staff. This Policy applies to all staff members including employees, contractors, associates, trainees and volunteers.
2.1. This Policy applies to all current employees of HIVE360 Plus Limited, including full and part-time, casual, contract, permanent and temporary employees. This policy also applies to job applicants.
2.2. This Policy applies to all behaviour that is in some way connected to work, including during off-site meetings, training and on business trips.
3.1. Employees should see if they can sort out the problem informally first. If they cannot, they should talk to:
3.2. Complaints of bullying, harassment and workplace violence will be taken seriously and will be handled immediately.
3.3. If any of the employees make a complaint of workplace bullying, harassment or violence it will be taken seriously and will be dealt with sympathetically and in a confidential manner (except where the Company deems it is necessary to disclose information in order to properly deal with the complaint). Staff members will not be victimised or treated unfairly for making a complaint.
3.4. Managers’ and supervisors’ roles: Managers and supervisors should also ensure that all staff members understand this Policy and consequences of non-compliance. When managers and supervisors observe harassment, bullying or workplace violence occurring, they should take steps to prevent this conduct from continuing and warn the person or people involved of the consequences if the behaviour continues (including disciplinary measures up to and including termination of employment).
3.5. Staff’s Role: The Company expects staff members:
4.1. The Company also recognises the need for open communication in the workplace.
4.2. The Company may implement what training it considers necessary in relation to behavioural standards and where appropriate will hold meetings to address standards, expectations and any issues.
4.3. The frequency, dates and form of this training and meetings will be determined by management of the Company.
5.1. All parties to a harassment complaint are expected to respect the privacy and confidentiality of all other parties involved and to limit the discussion of a harassment complaint to those that need to know.
5.2. HIVE360 Plus Limited and all individuals involved in the harassment complaint process, will comply with all requirements of the any and all applicable privacy legislation to protect personal information.
6.1. If you need any more information about workplace bullying, harassment, or violence please contact your Manager/Supervisor and/or the HR Department.
6.2. Enquiries about this Policy and related procedures can be made to your Manager/Supervisor and/or the HR Department.
Revised: 10/2024