Yes, if it is considered that the behaviour constitutes misconduct/gross misconduct under the Trust's Disciplinary Procedure then a disciplinary hearing should be arranged which could lead to the employee being dismissed.
No employee will be dismissed for a first case of harassment except when the conduct is regarded as gross misconduct.
If the behaviour is not considered to be of such a serious nature and was clearly unintentional, then disciplinary action would not be taken against the individual.
In these circumstances, the person accused of the unacceptable behaviour could be asked to attend training, guidance, mediation or a facilitated meeting to clarify appropriate standards of conduct. This sanction can be applied at the informal or the formal stage.
Advise them to speak to their line manager if appropriate, if not, the line managers superior. Offer the Employee Assistance Programme 0800 282 193. Also refer them to the Prevention of Bullying and Harassment Policy.
Harassment can be defined as improper, offensive and humiliating behaviour, practices or conduct. Harassment can affect the confidence and self-esteem of an individual. For further details please consult the Prevention of Bullying and Harassment Procedure
The Trust will not tolerate harassment against its employees by users of its services or contractors.
If a member of staff feels that a patient or visitor is being abusive towards them (for instance, if they are using loud, threatening or abusive language, making derogatory remarks or using offensive gestures), they should take them aside to explain that their behaviour is unacceptable and must stop.
If the member of staff feels unable to do this, or the patient or visitor's behaviour persists, the member of staff should report the matter in confidence to their line manager and complete an Untoward Incident.
In the first instance you can raise your concern with your line manager or with the HR Team. If you don't feel you can speak to your line manager then it would be best to speak to the next level line manager or the HR Team.
Alternatively you may feel that you are able to talk or write to the perpetrator explaining how they are making you feel and asking them to stop.
You should keep your own written record of each incident of harassment, what was said and done and your responses.
If you feel that you have been unable to resolve the matter informally or feel unable to deal with the matter informally you should move to the formal stages of the Prevention of Bullying and Harassment Procedure and put your complaint in writing to your line manager or the HR Team giving details of any incidents, names, dates, times and witnesses (if any) of the alleged unacceptable behaviour. You should also detail in this letter the informal measures you have already taken to try and resolve the matter.
The matter will be dealt with under the formal stages of the Prevention of Bullying and Harassment Procedure.
Occupational Health and your trade unio representative are also available for advice. The Employee Assistance Programme is a confidential service available to you on 0800 282 193.