Behavioural Standards Guidance - October 2024
In this section
- 1. Introduction
- 2. Scope
- 3. Confidentiality
- 4. Roles and Responsibilities
- 5. Acceptable Behaviour
- 6. Unacceptable Behaviour
- 7. Defining Discrimination (Direct or Indirect), Victimisation, Bullying, Sexual Harassment and Harassment
- 8. Cyber Bullying
- 9. Determining Whether Unacceptable Behaviour is Taking Place
- 10. Capability, conduct and positive management
- 11. Learning and Development
- 12. Resolving Concerns Relating to Unacceptable Behaviour
- 13. Formal Action
- 14. Third Party Harassment
- 15. Malicious Complaints
- 16. Ensuring Equality of Opportunity
- Appendix 1 - Definitions
- Appendix 2 - Managing Performance
- Appendix 3 - Informal Ways of Resolving Conflict
- Appendix 4 - Managing Conflict
- Appendix 5 - Standards of Behaviour Key Contacts
15. Malicious Complaints
On occasion, it may be considered that the concerns raised are made maliciously or grossly exaggerated, with no basis in fact, and/or are purely an attempt to damage a colleague in some way. Your manager handling the concerns will need to consider the appropriate course of action following advice from a HR Business Partner. The Disciplinary Procedure may be invoked in this situation, however:
workers will not be subjected to disciplinary action or to any other detriment simply because their complaint is not upheld, and
workers will only face disciplinary action if it is found both that the allegation is false and made in bad faith (that is, without an honest truth in its belief).