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
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).