Behavioural Standards Guidance (Revised core values) - 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
13. Formal action
All parties involved should make every effort to resolve concerns at the informal stage as this produces better outcomes for all concerned. There may however be occasions where unacceptable behaviour cannot be resolved or is not appropriate to manage at an informal stage and this will depend on the circumstances of the case.
13.1 Grievance procedure:
When all reasonable attempts at an informal resolution have been exhausted and/or the inappropriate behaviour continues, you can formalise your concerns through the formal stages of the Grievance Policy. This should be submitted in writing outlining the grounds of the complaint to your manager (or a more senior manager where the concerns relate to your manager). On receipt of a formal complaint Stage 1 of the Grievance Procedure should be invoked.
Your manager should seek advice from a HR Business Partner at the earliest opportunity on receipt of a formal grievance.
At all stages of the formal Grievances Procedure, both the recipient and employee responsible for the perceived inappropriate behaviour, have the right to be accompanied by a companion, i.e., a recognised trade union representative or a work colleague.
13.2 Disciplinary Policy:
There will be occasions where the conduct being reported in accordance with this guidance will fall under the definitions of the Disciplinary Policy; Disciplinary Policy. This will be dependent on the seriousness of the matter and the nature of the concerns. Your manager should seek advice from a HR Business Partner on a case-by-case basis.
Such behaviour may lead to disciplinary action up to and including dismissal if it is committed:
- in a work situation.
- during any situation related to work such as at a social event with colleagues.
- against a colleague or other person connected to the employer outside of a work situation, including on social media, or
- against anyone outside of a work situation where the incident is relevant to their suitability to carry out the role.
Aggravating factors such as abuse of power by a more senior colleague will be considered in deciding what disciplinary action to take.