This is often the easiest and fastest way with which a complaint can be resolved.
Employers need to adopt policies to ensure their employees are treated with respect and dignity.
This can be done through highlighting the type of behaviour that is deemed unacceptable and ensuring that no employees feel intimidated or threatened under any circumstances.
Once the complaint has been received by the manager he/she should arrange a meeting with the alleged victim and let them know they have the right to be accompanied to this meeting.
This meeting will be used to gather more information on the complaint.
When a complaint of bullying or harassment is made the employer must choose whether the allegation should be investigated as a grievance or disciplinary matter.
In general, an employer will investigate the complaint as a grievance initially and if it is upheld the information gathered will be used to take disciplinary action.
Advisory Services If practicable, it will be beneficial to set up an advisory service to assist in resolving issues at an early stage and without formal proceedings.
These advisors can offer expert advice on the different options available to the victim and help decide what their next steps should be.
Informal measures may include: The employee should be notified that under informal proceedings the managers role is solely one of support and assistance and that disciplinary action can only take place if there is a formal investigation.