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B. Key Considerations

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The Organisation’s Responsibilities in Relation to Bullying, Harassment and Sexual Harassment

  • The Organisation must take reasonable steps to prevent any bullying, harassment or sexual harassment occurring in the workplace.
  • The Organisation has an obligation to protect Employees from the behaviours of their colleagues, members of Management as well as other business contacts, e.g. suppliers or customers.
  • The Employer’s responsibilities extend beyond the workplace, to include any place that an Employee attends in the course of employment.  This means that the Employer is not just obliged to protect Employees from bullying, harassment or sexual harassment occurring in the normal workplace, but also at other locations such as off-site training, meetings with customers at their premises and certain work related social events such as the Christmas Party.
  • Where a complaint of harassment or sexual harassment is being dealt with, either in the workplace, or through a third party such as the Equality Tribunal, then the Employer must protect the parties involved in the complaint from any victimisation.
What is Workplace Bullying?

The Code of Practice on workplace bullying defines bullying as repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work.