What should an anti-bullying procedure include?

Your employer's anti-bullying procedure should:

• Include a commitment from senior management that bullying is not acceptable.
• Define what is acceptable behavior, and what is not.
• Recognise that bullying is a serious offence, and can lead to disciplinary procedures.
• Recognise that bullying is an organizational issue.
• Apply equally to everyone.
• Guarantee confidentiality.
• Set up clear informal and formal steps for dealing with it.
• Let all staff know where to get a copy of the anti-bullying procedure.
• Guarantee that anyone complaining of bullying will be supported, not victimised.
• Commit to using a risk assessment approach to bullying.
• Be jointly drawn up and agreed by management and trade unions.

Your employer may expect people who are being bullied to use the 'grievance procedure'. Get a copy of the right procedure – see you staff handbook, company intranet, or get a copy from personnel or your union rep.